Alien Labor Cer t i f icat ion

American Recover y & Reinvestment Ac t

Balanced S corecard

Employ Flor ida Marketplace

Long R ange Program Plan

Monthly Management Repor t

Wagner-Peyser E TA9002/VE TS200

Work Oppor tunit y Tax Credit

Workforce I nvestment Ac t E TA9090/E TA9091

Negotiated Levels of Per formance

Common Measures

Definit ion of Key Terms

(ALC)

(ARRA)

(BSC)

(EFM)

(LRPP)

(MMR)

(WP)

(WOTC)

(WIA)

MajorPerformanceReports - Descriptions & Schedules

Workforce ServicesOne-Stop Program Support

Performance Reporting & Analysis

2 0 0 92 0 1 0

Performance Reporting Resource Guide For Florida’s Workforce Programs

July 2009 S M T W T F S 1 2 3 4 5 6 7 8 9 10 1112 13 14 15 16 17 1819 20 21 22 23 24 2526 27 28 29 30 31

August 2009 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 2223 24 25 26 27 28 2930 31

September 2009 S M T W T F S

5 4 3 2 1 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

October 2009 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

November 2009 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 2122 23 24 25 26 27 2829 30

December 2009 S M T W T F S

5 4 3 2 1 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

January 2010 S M T W T F S 1 2 3 4 5 6 7 8 910 11 12 13 14 15 1617 18 19 20 21 22 23 24 25 26 27 28 29 3031

February 2010 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28

March 2010 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31

April 2010 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

May 2010 S M T W T F S 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 2223 24 25 26 27 28 2930 31

June 2010 S M T W T F S

5 4 3 2 1 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

2009-2010Reports Submission Schedule

Florida’s 2009-2010 Major Performance Reports

Submission Schedule

Report Report Type Submission (Federal/State)

Monthly SubmissionsARRA . . . . . . . . . . . . . . . . . . . . . . . . . . . F

Employ Flor ida Marketplace . . . . . . . . . . . S

Monthly Management Report . . . . . . . . . . S

Quarterly SubmissionsBalanced Scorecard . . . . . . . . . . . . . . . . F

Wagner Peyser ETA9002/VETS200 . . . . . . F

Work Opportuni ty Tax Credi t . . . . . . . . . . . F

Workforce Investment Act ETA9090 . . . . . . F

Semi-Annual SubmissionsAl ien labor Cert i f icat ion . . . . . . . . . . . . . . F

Annual Submissions

Wagner Peyser ETA9002/VETS200 . . . . . . F

Workforce Investment Act ETA9091 . . . . . . F

Long Range Program Plan . . . . . . . . . . . . S

i

Table of Contents

Preface . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Agency for Workforce Innovation Background . . . . . . . . . 2Alien Labor Certifi cation (ALC) . . . . . . . . . . . . . . . . . . . 3State Alien Labor Certifi cation Activity ReportAmerican Recovery & Reinvestment Act (ARRA) . . . . 4 Reports• ETA9149 (Youth)• ETA9148 (Adults)• ETA9147 (Reemployment) Balanced Scorecard (BSC) . . . . . . . . . . . . . . . . . . . . . . . . 5Measures• Job Seeker Entered Employment Rate• Veterans Entered Employment Rate• Employer Market Penetration• Entered Employment Rate• Employment Earnings Rate • Employment Retention Rate • Youth Average Grade Level Gain• Youth Positive Outcome Rate• Welfare Closed Case Outcome Rate• Welfare Transition Earnings Rate• Welfare Transition Earnings Retention Rate• Customer Satisfaction - WIA Individuals• Customer Satisfaction - Wagner-Peyser Individuals• Customer Satisfaction - All EmployersEmploy Florida Marketplace (EFM) . . . . . . . . . . . . . . . 9EFM Reporting FunctionsLong Range Program Plan (LRPP) . . . . . . . . . . . . . . . . 10Agency For Workforce Innovation Goals, Objectives And OutcomesMonthly Management Report (MMR) . . . . . . . . . . . . . . 11Measures• Welfare Transition Entered Employment Rate• Welfare Transition Entered Employment Wage Rate• Welfare Transition Federal All Family Participation Rate• Welfare Transition Federal Two Parent Participation Rate• WIA Adult Employed Worker Outcome Rate

• WIA Adult Entered Employment Rate• WIA Adult Entered Employment Wage Rate• WIA Dislocated Worker Entered Employment Rate• WIA Dislocated Worker Entered Employment Wage Rate• WIA Adult and Dislocated Worker Entered Employ- ment Rate• WIA In-School Youth Outcome Rate• WIA Out-Of-School Youth Outcome Rate• WIA Younger Youth Skill Attainment • WIA Younger Youth Positive Outcome Rate• Timeliness of Data Input For WIA Participants• Timeliness of Data Input For WIA Closures• Wagner-Peyser Entered Employment Rate• Wagner-Peyser Entered Employment Rate For Those Employed At Participation• Wagner-Peyser Job Placement Wage Rate• Wagner-Peyser Percent Of Job Openings Filled• Short-Term Veterans Entered Employment Rate• Short-Term Veterans Entered Employment Rate For Those Employed At ParticipationWagner-Peyser (WP) . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Reports• ETA9002• VETS200Work Opportunity Tax Credit (WOTC) . . . . . . . . . . . . 17Tax Credits ReportWorkforce Investment Act (WIA) . . . . . . . . . . . . . . . . . 18 Reports• ETA9002 (Quarterly)• ETA9091 ( Annually)Negotiated Levels Of Performance . . . . . . . . . . . . . . . . . . 19Common Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20Defi nition Of Key Measures . . . . . . . . . . . . . . . . . . . . . . . 21Acronyms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 Performance Reports Location Guide . . . . . . . . . . . . . . 28

ii

Rick ScottGovernor

Cynthia R. LorenzoDirector

January 2011

To: All Interested Parties of Workforce Outcome Information

It is with pleasure that the Agency for Workforce Innovation (AWI) presents the fourth annual Major Performance Report publication, based on performance outcomes of the agency’s many workforce programs. While there are many other reports produced by AWI, these represent the signifi cant, local, state and Federal reports used for ac-countability of our major workforce programs. This document is intended for local and state professionals, as well as decision makers who are involved with Federal requirements, or have roles that require them to decipher and track local, state and or Federal performance outcomes.

It is important that workforce professionals involved with performance measurement and outcomes thoroughly understand what levels of performance are required, how the measures are calculated, when reports are available and where they can be viewed on-line. Information produced by AWI, Workforce Florida Inc. (WFI) and our Fed-eral partners has been used in producing the answers to the questions presented here.

This document can be viewed or printed from our web site at www.fl oridajobs.org

Should you have any questions, comments or suggestions regarding this information, please contact Tony Carter, Performance Reporting and Analysis Manager, at (850) 245-7406 or Tony.Carter@fl aawi.com.

We sincerely hope this information will be useful to you.

Sincerely,

Lois A. Scott, Program Manager One-Stop and Program Support Agency for Workforce Innovation

wi a Agency for Workforce Innovation

Preface

1

The Florida Legislature created the Florida Agency for Workforce innovation (AWI) in 2000, as the state agency responsible for ensuring that workforce funds and programs are appropriately administered. The creation of AWI followed approval of federal legisla-tion in 1998, which dictated a new, locally operated, customer-focused system for workforce development in the states. Florida’s landmark Workforce Innovation Act of 2000 consolidated workforce programs into a single point of policy accountability at the state level by creating Workforce Florida, Inc. (WFI).

AWI operates under a performance-based contract with WFI with regard to specifi c deliverables and perfor-mance requirements in the statewide administration and coordination of workforce services. AWI carries out its duties and responsibilities through contracts with each of the State’s 24 Regional Workforce Boards (RWBs). The contracts are structured to allow for local innova-tion and service delivery through the One Stop Career Centers, while ensuring that the federal and state dollars the RWBs receive are spent appropriately and generateresults. Contracted service providers selected by each Regional Workforce Board now provide workforce ser-vices that were previously provided almost exclusively by state employees.

AWI is responsible for providing One-Stop Program

Support services (workforce program information, guidance and technical assistance) to the RWBs, as well as providing Labor Market Statistics information to our workforce partners and the public.

AWI operates and provides direct customer service for some programs under federal requirements; however, a majority of workforce program services are operated through Florida’s One-Stop Career Center delivery sys-tem under the state policy direction of the Workforce Florida Board of Directors and through the local man-agement of Florida’s RWBs.

WFI not only provides broad policy guidance to the workforce system, it also approves AWI’s and RWBs’ workforce funding allocations. WFI’s policy oversight responsibilities also are exercised through rigorous performance accountability in the form of systematic data capture, verifi ed outcome tracking, and very pub-lic reporting of comparative performance by RWBs and contactors/providers of workforce services. Perfor-mance measures include both short-term and long-term outcomes on results including job placements, employ-ment retention and earnings over time, occupational credentials and employer/customer satisfaction. Those comparative outcome results are then used to identify best practices, reward high performance and identify performance problems calling for technical assistance.

Background

2

Report Due Dates: Oct 20, 2009; April 20, 2010Contact: Gloria Harrison (850) 921-3299

The Alien Labor Certifi cation (ALC) Program provides direct customer support for employers to sponsor na-tionals from another country when they cannot fi nd lo-cal workers or anticipate a shortage of workers. The program enables American businesses to employ the skills and labor not readily available in the domestic labor force in order to effectively compete in the global economy.

The H-2A program allows Florida employers wishing to employ foreign agricultural workers on a temporary or seasonal basis to obtain a Labor Certifi cation from the U.S. Department of Labor (USDOL) Employment and Training Administration (ETA). AWI processes Florida employer Agricultural and Food Processing Clearance Orders (ETA-790) and manages the job orders on Em-ploy Florida Marketplace. Approved clearance orders are submitted by the employer to the USDOL, ETA as part of the Application for Alien Labor Certifi cation. AWI conducts prevailing wage and labor practice sur-veys, inspects employer supplied housing, and enters job orders for other State Workforce Agencies.

Prevailing Wage Determinations were provided by AWI to employers wishing to use the Permanent Visa Programs, the H-1B Visa Program and the H-2B Visa Program. AWI’s role in providing wage determinations expired on December 31, 2009.

The H-2B program allows employers wishing to em-ploy foreign workers in temporary nonagricultural oc-cupations for a period of less than one year to fi le a job order request directly with AWI. AWI’s role in pro-cessing the temporary application requests expired on September 30, 2009. AWI H-2B Program activities are limited to job order entries for employers who do not have the capability of entering their own job orders.

AWI is required to submit reports about the ALC workload to the ETA on a quarterly basis. The infor-mation is collected through a reporting form called the Foreign Labor Certifi cation Quarterly Activity

Report (ETA-9127). The data from this report pro-vides information about the AWI’s workload in a number of immigration program criteria and provides ETA with program monitoring and evaluation informa-tion for future distribution of alien certifi cation funds.

Program Year (PY) 2007 through 2010 performance highlights.

Prevailing Wage Determinations Issued(Note: Effi ctive January 1, 2010 activity no longer

conducted)

Occupational Safety & Health Administration (OSHA) Housing Inspections Conducted

3

Alien Labor Certifi cation (ALC)

4

American Reinvestment and Recovery Act (ARRA) Report Due Dates: Monthly (15th)Found at: www.Floridajobs.org

The American Recovery and Reinvestment Act of 2009 (ARRA, Recovery Act) was signed into law by Presi-dent Obama on February 17th, 2009. It is an unprec-edented effort to jumpstart the economy, create or save millions of jobs, and put a down payment on addressing long-neglected challenges so the country can thrive in the 21st century. The Act is an extraordinary response to a crisis unlike any since the Great Depression, and includes measures to modernize the nation’s infrastruc-ture, enhance energy independence, expand educational opportunities, preserve and improve affordable health care, provide tax relief, and protect those in greatest need.

WIA Youth Served & Attainment Goal Rate with Stimulus Funds (ETA 9149 - Youth)

WIA Adults Served & Received Training with Stimulus Funds (ETA9148 - Adults)

The Recovery Act of 2009 provided funding for the workforce investment system to offer training and em-ployment services to workers who are facing unprec-edented challenges to retool their skills and establish themselves in viable career pathways.

Florida reports on the number of participants served under the Workforce Investment Act (WIA) Adult, Dis-located Worker, and Youth programs, and the Wagner-Peyser Employment Service program on a monthly ba-sis through the ETA9149 (Youth), ETA9148 (Adults), and ETA9147 (Reemployment).

WIA Dislocated Workers Served & Received Training with Stimulus Funds (ETA9148 - Dislocated Workers)

Wagner-Peyser Participants and Veterans Served with Stimulus Funds (ETA9147 - Reemployment)

January 2010 through June 2010 performance highlights.

Due Date: November 2009; February 2010; May 2010; August 2010Found at: www.fl oridajobs.org; www.Workforcefl orida.com

The Balanced Scorecard Report was implemented be-ginning with the 2006-2007 Program Year. In 2006, the Workforce Florida (WFI) Board formed a Data Re-view Task Force comprised of members representing the WFI Board as well as the state’s regional workforce boards (RWBs). The mission of the task force was to review the Red & Green Report and other reports in order to develop recommendations for a “dashboard” report that would present a more balanced picture of RWB activities and outcomes. As a result, the WFI Board adopted the “balanced scorecard” approach for the review of performance. This approach includes a mix of long-term measures, short-term measures and yes/no threshold indicators related to the Workforce In-vestment Act (WIA), Wagner-Peyser (WP) Labor Ex-change, and Welfare Transition(WT) programs.

Job Seeker Entered Employment RateFor those WP applicants not employed at participa-tion, the percentage employed the 1st quarter after exit based on a match with quarterly UI wage report data. The same as the federal common measure required by United States Department of Labor (USDOL).

2009 4th Quarter Entered Employment Rate

Veterans Entered Employment RateFor those veterans not employed at WP participation, the percentage employed the 1st quarter after exit based on a match with quarterly UI wage report data. The same as the common measure required by USDOL.

2009 4th Quarter Veterans Entered Employment Rate

Employer Market PenetrationThis measure expresses the unduplicated num-ber of employers receiving Employ Florida Mar-ketplace (EFM) services as a percentage of the region’s employers. Uses LMS universe of employers (The Enhanced Quarterly Unemployment Insurance Address File or EQUI) as the best indicator of businesses that actually exist in a region and tracks the percentage of these employers that receive work-force services. The measure is reported annually on astatewide basis only and therefore is not included on the standard Balance Scorecard Report which displays comparative regional rankings. Results are broken down for 1) large businesses with greater than 100 em-ployees, 2) medium businesses with 10-99 employees, and 3) small businesses with 5-9 employees.

WIA Entered Employment RateThis measure combines the WIA current short-term

5

Balanced Scorecard

6

measures for entered employment/employment for WIA adults and dislocated workers at exit. The denominator is the unduplicated total number of all adult and dislo-cated worker exiters regardless of employment status at registration. The numerator is the total employed at exit.

2009 4th Quarter WIA Entered Employment Rate

WIA Employment Earnings Rate The average WIA adult and dislocated worker earnings the fi rst quarter after exit for those employed the fi rst quarter after exit expressed as a percentage of the re-gionally adjusted Lower Living Standard Income Level (LLSIL) for a family of three. Regional adjustments are based on the Florida Price Level Index. (Source: AWI, Offi ce of Workforce Information Services, Labor Mar-ket Statistics). Average earnings for the unduplicated total of adults and dislocated workers based on UI quar-terly wage report data.

2009 4th Quarter Employment Earnings Rate

WIA Employment Retention Rate The unduplicated total of WIA adults and dislocated workers employed the 2nd and 3rd quarters after exit expressed as a percentage of the total of all those employed the 1st quarter after exit. Employment based on UI wage report data.

2009 4th Quarter WIA Employment Retention Rate

Youth Average Grade Level Gain RateThe average annual grade level increase for all Work-force Investment Act (WIA) basic skills defi cient youth based on pre- and post-test results at 1 year or exit.The measure applies to both in-school and out-of-school participants who are assessed as basic skills defi cient at registration. The higher of the 2 results for either nu-meracy or literacy gain will be used to calculate the measure. This measure is currently under review for 2009 4th quarter.

7

Balanced Scorecard (Con’t)

Youth Positive Outcome RateFor all WIA youth, the percentage with positive out-comes at the 3rd quarter after exit. The numerator is the count of all older and younger youth, including those 18-21 served only as adults, who by the 3rd quarter af-ter exit obtain a credential, or obtain a diploma, or who are in postsecondary education or advanced training or qualifi ed apprenticeships or the military or who are em-ployed.

2009 4th Quarter WIA Youth Positive Outcome Rate

Welfare Transition Closed Case Outcome RateThe percentage of closed Temporary Assistance for Needy Families (TANF) funded Temporary Cash As-sistance (TCA) cases that were closed due to earned income. The numerator is the unduplicated sum of TCA cases that received TANF during the report period that were closed due to earnings (based on 13 reasons de-fi ned by DCF, but also includes individuals whose TCA case closed for reasons not represented in the 13 codes that had an unsubsidized job open in the WT data entry system during the report period). The denominator is the unduplicated sum of closed TCA cases that received TANF during the report period calculated at point of case closure. This is the same as the former Red & Green Report measure.

2009 4th Quarter WT Closed Case Outcome Rate

Welfare Transition Earnings RateThe WT program average wage the fi rst quarter af-ter case closure for TANF closed cases closed due to earned income expressed as a percentage of the region-ally adjusted Lower Living Standard Income Level (LLSIL) for a family of three. Regional adjustments are based on the Florida Price Level Index. (Source: AWI, Offi ce of Workforce Information Services, La-bor Market Statistics). Average wage based on UIquarterly wage report data.

2009 4th Quarter WT Earnings Rate

8

Welfare Transition Earnings Retention RateOf those TANF the cases closed due to earnings, the number employed the 2nd and 3rd quarters after case closure based on a match with quarterly UI wage report data.

2009 4th Quarter WT Earnings Retention Rate

Customer Satisfaction - WIA IndividualsBased on a monthly telephone survey, the average par-ticipant rating for the three federally mandated ques-tions regarding overall satisfaction reported on a ASCI (American Customer Satisfaction Index) 0–100-point scale. The methodology is that currently employed un-der WIA for regional WIA adult, dislocated worker, and youth customers in the survey conducted in Florida by Brandt Information Services, Inc. under contract with WFI.

2009 4th Quarter WIA Customer Satisfaction Rate

Customer Satisfaction - Wagner-Peyser IndividualsBased on a monthly telephone survey, the average par-ticipant rating for the three federally mandated ques-tions regarding overall satisfaction reported on the ASCI (American Customer Satisfaction Index) 0–100-point scale. The methodology is the same as that currently employed for regional WP job seekers in the survey conducted in Florida by Brandt Information Services, Inc. under contract with WFI.2009 4th Quarter WP Customer Satisfaction Rate

Customer Satisfaction - All EmployersBased on a monthly telephone survey, the average em-ployer rating for the three federally mandated questions regarding overall satisfaction reported on the ASCI 0–100-point scale (American Customer Satisfaction Index). The methodology is that currently employed under for the regions in the survey conducted in Florida by Brandt Information Services, Inc. under contract with WFI.

2009 4th Quarter All Employers Customer Satisfaction Rate

Due Date: Monthly (20th)Found at: www.fl oridajobs.org

The Employ Florida Marketplace (EFM) application serves as the ‘common intake’ application for both Wagner-Peyser (WP) and Workforce Investment Act (WIA) participants. EFM started in 2005 and is a pow-erful online labor market exchange tool specifi cally designed for employers, job seekers, students, training providers, workforce customer service representatives and professionals. It provides convenient, fast access to a complete set of online employment tools and in-corporates a major “job-spidering component” to pull job employment opportunities from several large data-bases, newspapers, and other web-based applications. Employers, for example, can post job orders to fi nd po-tential candidates, screen posted resumes of job seek-ers for candidates to fi ll open positions, and research labor market information on salaries and other eco-nomic data. Job seekers can create and send resumes to prospective employers, research training opportunities and information, and review and apply for jobs, among other things.

EFM contains about 5.6 million registered job seekers who have consumed over 75 million services. EFM also has over 88,000 registered employers who have or have had access to more than 1.4 million job seeker re-sumes. In addition, these employers have received over 5.9 million employer services.

Source: EFM Data Store

January 2005 - June 2010

EFM Reporting FunctionsEFM includes a robust reporting module that lets users generate a wide variety of reports (within their assigned privileges). Users can create reports that display infor-mation about the individuals and employers using the system, that indicate methods they use to access infor-mation in the system, give information on services that are provided, show statistical information on the job orders, job applicants, resumes, and case management reports (related to goals, program applications, enroll-ment, skill attainments rates, program exits, and other case loads and predictive reports).

The functionality of EFM provides the capability for regional workforce board (RWB) staff to access their federally reported data down to the RWB level. The federal reports can track participants for any federal reporting item. Similar predictive reporting abilities let users manage their performance in local regions through predictive reports that estimate performance based on wage data collected by staff, in real time. This report section includes reports on caseloads and ac-tivities, client actions, WIA Active Enrollment, Youth Goals and other valuable reports. Ad hoc reports are also available.

Employ Florida Marketplace (EFM)

9

Due Date: September 15, 2010 Found at: www.fl oridajobs.org

The Long Range Program Plan (LRPP) is a goal-based, fi ve-year planning document that identifi es AWI’s goals, objectives and outcomes, structured around the Agency’s three “lines of business”; Workforce Servies, Early Learning Services and Unemployment Compensation Services. AWI reviewed and evalu-ated past, current and projected performance data for all services and activities within AWI’s three pro-grams: Workforce Services (including Unemployment Compensation Services); Early Learning; and Execu-tive Direction and Support Services. The performance data and trends were used to adjust performance objec-tives and outcomes where necessary.

The LRPP is intended to provide strategic direction for AWI to ensure that its goals are attained and also to serve as a resource for the citizens of Florida, policy makers and stakeholders.

*WIA - Dislocated Worker wage rate (average hourly wages of dislocated workers who were employed when they exited the WIA Program divided by the Lower Living Standard Income level for a family of 3).

LRPP Performance Measures and Standards for FY 2009-2010

Long Range Program Plan (LRPP)

10

Due Date: Monthly (20th)Found at: www.fl oridajobs.org

The Monthly Management Report (MMR) is a snapshot of the performance data present in the Management In-formation System as of the last day of each month and is posted 20 days after the end of the reporting period.

The MMR contains monthly performance data as well as cumulative performance data for measures contained in each Region’s Performance Contract with AWI. The Report contains data that represents only those transac-tions that are entered into specifi ed data systems (shown below) during a given month. The report is designed as a management tool to assist Regions in tracking their individual performance on a monthly rather than quar-terly basis. Please be aware that for measures in the Monthly Management Report which are the same as those found in the quarterly Balanced ScoreCard Re-port, the data for such measures are collected at dif-ferent points in time. Therefore, aggregates for those measures contained in the Monthly Management Re-port will not exactly equal the offi cial results shown on the quarterly Balanced ScoreCard Report.

The Monthly Management Report is a monthly snap-shot of activity in the following computer systems:

•The data represents only those transactions that are en-tered into the data system during a given month.

•Statewide data on this report represents totals of local data without regard to duplication or other non-local data.

•Data for a month represents data changes that occurred in that month only.

•The Year-To-Date (Y-T-D) view shows all data from July 1, 2009 through the current reporting month. Y-T-D is cumulative and the current month approximates the current Y-T-D level minus the previous month’s cu-mulative level.

Welfare Transition Entered Employment RateUnduplicated TANF cases that close due to earned income OR cases that closed TANF (excluding appli-cants and transitional clients) that have an unsubsidized job open in OSST during the report period. Divided by the number of Temporary Assistance to Needy Families (TANF) cases that were closed during the period.

Welfare Transition Entered Employment Wage RateThe average Welfare Transition program hourly wage at entry into employment. Divided by the regionally ad-justed Lower Living Standard Income Level (LLSIL) for a family of three.

Welfare Transition Federal All Family Participation RateThe number of families receiving TANF that include a work eligible adult or minor head-of-household who is engaged in work for the month. Divided by the num-ber of families receiving TANF during the month that include a work eligible adult or minor head-of-house-hold, minus the number of families that are subject to a penalty for refusing to work in that month.

Monthly Management Report (MMR)

Program

WIA . . . . . . . . . . . . . . . . . WP . . . . . . . . . . . . . . . . . . WT . . . . . . . . . . . . . . . . . . Customer Satisfaction . . .

System

. . . . . . . . . . . . . . . . . . EFM . . . . . . . . . . . . . . . . . . EFM . . . . . . . . . . . . . . . . . OSST Brandt Information Services, Inc.

11

12

Welfare Transition Federal Two Parent Participa-tion RateThe number of Two Parent families receiving TANF that include a work eligible adult or minor head-of-household who is engaged in work for the month. Di-vided by the number of Two Parent families receiving TANF during the month that include a work eligible adult or minor head-of-household, minus the number of families that are subject to a penalty for refusing to work in that month.

WIA Adult Employed Worker Outcome RateThe number of WIA adults employed at participation minus global exclusions, who entered employment at exit and attained a credential. Divided by the number of WIA Adults that were employed at participation minus global exclusions, who exit the program.

WIA Adult Entered Employment RateThe number of WIA Adults that were not employed at participation minus global exclusions, who entered em-ployed at exit. Divided by the number of WIA Adults that were not employed at participation minus global exclusions, who entered employed at exit.

WIA Adult Entered Employment Wage RateThe average WIA Adult program hourly wage at entry into employment. Divided by The regionally adjusted Lower Living Standard Income Level (LLSIL) for a family of three.

WIA Dislocated Worker Entered Employment RateThe number of WIA Dislocated Workers that were em-ployed at exit. Divided by the number of WIA Dislo-cated Workers that exited the program.

WIA Dislocated Worker Entered Employment Wage RateThe average WIA Dislocated Worker program hourly wage at entry into employment. Divided by the region-ally adjusted Lower Living Standard Income Level (LLSIL) for a family of three.

WIA Adult and Dislocated Worker Entered Em-ployment RateThe unduplicated number of WIA Adult and Dislocated Workers that were employed at exit. Divided by the un-duplicated number of WIA Adult and Dislocated Work-ers that exited the program.

WIA In-School Youth Outcome RateThe unduplicated total of those who obtain a credential or a diploma or at exit were in post-secondary educa-tion or advanced training or qualifi ed apprenticeships or the military or who had entered employment. Divided by the number of Older and Younger Youth exiters mi-nus global exclusions, who had no high-school diploma or the equivalent at participation (less than 12th grade) and who were in secondary school at participation.

WIA Out-Of-School Youth Outcome RateThe unduplicated total of those who obtain a creden-tial or a diploma or were in post-secondary education or advanced training or qualifi ed apprenticeships or the military or who had entered employment at exit. Di-vided by All Younger Youth and Older Youth (including those jointly served as adults), and youth 18-21 served as adults only, minus global exclusions, who were not in secondary school at participation and who were not in secondary school at exit.

WIA Younger Youth Skill Attainment RateGoals attained during the month. Divided by goals due to be attained and exited, goal not due and basic skills defi cient without basic skill goal set and non basic skills defi cient without goal set.

WIA Younger Youth Positive Outcome RateThe number of WIA Younger Youth (14-18) that exited the program minus global exclusions, with positive out-comes (enter employment, military, apprenticeship pro-grams, post-secondary education, or receive a diploma). Divided by the number of WIA Younger Youth (14-18) minus global exclusions, that exited the program.

Timeliness of Data Input For WIA ParticipationsThe sum of the days between the participation dates (fi rst activity) and the dates the participants are data en-tered into the EFM system. Divided by the number of WIA participants entered into EFM during the month.

Timeliness of Data Input For WIA ClosuresThe sum of the days between the closure dates and the dates the closure data are entered into the EFM system. Divided by The number of WIA Closures entered into EFM during the month.

Wagner-Peyser Entered Employment RateThe number of Wagner-Peyser exiters who were identi-fi ed as placed in EFM or found in the Department of Revenue New Hire data in the 90 days following their exit (date of last reportable service). Divided by the number of Wagner-Peyser participants who were un-employed at their date of participation and were exited after 90 days without reportable services.

Wagner-Peyser Entered Employment Rate for those Employed at ParticipationThe number of Wagner-Peyser exiters who were identi-fi ed as placed in EFM or found in the Department of Revenue New Hire data in the 90 days following their exit (date of last reportable service). Divided by The number of participants who were employed at their date of participation and were exited after 90 days without a reportable service.

Wagner-Peyser Job Placement Wage RateThe sum of Wagner-Peyser Job Opening hourly place-ment wages, divided by the number of placements. Di-vided by The regionally adjusted Lower Living Stan-dard Income Level (LLSIL) for a family of three.

Wagner-Peyser Percent Of Job Openings FilledThe number of Wagner-Peyser Job Openings Filled.Divided by the number of Wagner-Peyser Job Open-ings Received.

Short-Term Veterans Entered Employment RateThe number of Veteran exiters who were identifi ed as placed in EFM or found in the Department of Revenue New Hire data in the 90 days following their exit (date of last reportable service). Divided by the number of Veteran participants who were unemployed at their date of participation and were exited after 90 days without a reportable service.

Short-Term Veterans Entered Employment Rate for those Employed at ParticipationThe number of Veteran exiters who were identifi ed as placed in EFM or found in the Department of Revenue New Hire data in the 90 days following their exit (date of last reportable service). Divided by the number of Veteran participants who were employed at their date of participation and were exited after 90 days without a reportable service.

Customer Satisfaction - WIA IndividualsThe weighted average of WIA participant ratings on each of the 3 questions regarding overall satisfaction reported on a 0-100 scale based on the American Cus-tomer Satisfaction Index (ACSI). Divided by the num-ber of WIA participants responding in the monthly tele-phone survey.

13

Customer Satisfaction - Wagner-Peyser IndividualsThe weighted average of Wagner-Peyser job seeker rat-ings on each of the 3 questions regarding overall satis-faction reported on a 0-100 scale based on the Ameri-can Customer Satisfaction Index (ACSI). Divided by The number of Wagner-Peyser job seekers responding in the monthly telephone survey.

Customer Satisfaction - Planned Sample WIAThe actual WIA customer satisfaction sample size pulled for the month. Divided by the planned WIA cus-tomer satisfaction sample size required for the month.

Customer Satisfaction - Planned Sample Wagner-PeyserThe actual Wagner-Peyser customer satisfaction sam-ple size pulled for the month. Divided by the planned WP customer satisfaction sample size required for the month.

14

Wagner-Peyser (WP) 9002Due Date: November 2009; February 2010; May 2010; August 2010;Found at: www.Floridajobs.org

The Wagner-Peyser (WP) Act of 1933 established a na-tionwide system of public employment offi ces, and was amended in 1998 to be part of the current One-Stop de-livery system. The United States Department of Labor (USDOL), through grant agreements with the States, funds the system to support job search assistance, labor market information sharing, job referral and placement services to job seekers, re-employment services to un-employment insurance claimants, and recruitment ser-vices to employers with job vacancies. This program is authorized under the Wagner-Peyser Act of 1933, as amended, 29 U.S.C ss. 49 et seq).

The Employment & Training (ET) 406 Handbook is the roadmap for the data collection and reporting process to support labor exchange performance measurement within the context of partner program performance measurement systems. The fi ve sections comprising the ETA 9002 reporting instructions are divided into three distinct areas: services (9002 A and B), outcomes (9002 C and D) and job openings received (9002 E).

The common measures introduce new concepts for measuring performance of the labor exchange function, including the concept of participant, the concept of pro-gram exit using a “soft” exit, and the concept of exiter. WP Act funded services are reported on the 9002 A for all participants and on the 9002 B for participants who are veterans, eligible persons, or transitioning service members. The 9002 C and D follow this sequence by separately capturing the employment outcomes result-ing from the provision of labor exchange services for all individuals except transitioning service members who exit from WP (9002 C) and exiters who are veter-ans, eligible persons, or transitioning service members (9002 D).

With implementation of the common measures for the labor exchange, USDOL is eliminating the requirement to collect and report customer satisfaction data on the 9002 C and D for job seeker and employer customers.

Florida is required to submit quarterly reports to the Employment and Training Administration (ETA) to comply with the Wagner-Peyser Act, (29 V.S.C. 49), with 38 V.S.C. 4107 (b) and (c), and with 38 V.S.C. 4112(c). The ET Handbook No. 406 (ETA 9002 and VETS 200 Data Preparation Handbook) is the offi cial source for reporting requirements on the ETA 9002 and the VETS 200 reports. This Handbook was developed to facilitate completion of the ETA 9002 and VETS 200 quarterly reports.

PY 2009-2010 Performance Results:1,858,745 Participants Served

46% Entered Employment

76% Retained Employment

15

16

Wagner-Peyser (WP) Vets200

Due Date: November 2009; February 2010; May 2010; August 2010Found at: www.Floridajobs.org

The Veterans Employment and Training Service (VETS) 200 Reports are, in essence, a subset of the ETA 9002 data. The data reported contain elements similar to the ETA 9002, but only apply to the activities of partici-pants who were registered by or received services from Local Veterans Employment Representatives (LVERs) and Disabled Veteran Outreach Program staff (DVO-Ps). This enables VETS to evaluate the outcomes of the more intensive services offered to participants under these two programs.

As indicated, the common measures are likewise ap-plied to programs and services administered through the DVOP and LVER grant programs. The VETS 200 reports VETS 200 A, services/outcomes by DVOP staff; VETS 200 B, services/outcomes by LVER staff; VETS 200 C, unduplicated count of services/outcomes provided by DVOP/LVER staff. Transitioning Service Members are included in the ETA 9002 and VETS 200 Reports.

The Jobs for Veterans Act of 2002 (P.L. 107-288) calls for an increased emphasis by the One¬Stop delivery system on providing employment services to Transi-tioning Service Members (TSMs) and authorizes this target group as eligible to receive employment services from DVOP and LVER staff. Prior to the enactment of this statute, participation in a Transition Assistance Pro-gram workshop was the only way that a service mem-ber in transition could be served by a DVOP or LVER staff member.

PY 2009-2010 Performance Results:126,839 Participants Served$14,733 Average Earnings62,343 Referred to Employment

Due Date: November 2009; February 2010; May 2010; August 2010Found at: www.Floridajobs.org

The Work Opportunity Tax Credit (WOTC) Program provides statewide customer support to employers fi ling for tax credits on target group individuals who qualify for eligibility under this program. The WOTC/Welfare to Work (WtW) Tax Credit Program provides federal income tax credit incentives to private sector employers to encourage the hiring of individuals from nine differ-ent target groups of job seekers who traditionally have diffi culty fi nding employment. Work Opportunity Tax Credit, provided under the Tax and Trade Relief Exten-sion Act of 1998, Public law No. 105-277, and the Tax-payer Relief Act of 1997, Public law 105-34

Reports are electronically submitted quarterly to US-DOL within 45 days after the end of each quarter.

USDOL requires AWI to accurately refl ect the program activity levels and outcomes in a standardized report format on ETA Form 9058. The report is divided into two parts:

Part I: Certifi cation Workload.This section clarifi es and simplifi es data reported on certifi cations and indicates the state’s workload during each reporting quarter. Identifi cation of the previous reporting quarter’s number of requests determined to be incomplete or needing action. It is divided into two areas:A. Certifi cation Requests (System Inputs) Incomplete Requests Request Needing Actions New Requests Total Requests to be ProcessedB. Certifi cation Actions (System Outputs) Certifi ed Requests Denied Requests Incomplete Requests Request Needing Action

Part II. Characteristics of Certifi ed Individuals by Tax Credit.This section continues to collect data on selected char-acteristics of individuals with tax credit certifi cations. It refl ects the number of requests certifi ed by the state during the current report period for WOTC by target groups, occupation and hourly wage.

PY 2007 through 2010 Tax Credits Issued

PY 2007 through 2010 Potential Tax Credit Savings to Employers

Work Opportunity Tax Credit (WOTC)

17

Due Date: November 2009; February 2010; May 2010; August 2010Found at: www.fl oridajobs.org

The federally funded Workforce Investment Act (WIA) adult program operates job placement and training ser-vices for adults and dislocated workers served through the One-Stop Career Centers in Florida and across the nation. Services, including job readiness assessment, job counseling and job preparation and training servic-es, may be provided to adults and dislocated workers who are unemployed and unable to obtain employment. This program is intended to increase employment, re-tention in unsubsidized employment, earnings and cus-tomer satisfaction for job seekers and for employers. This program is authorized under Title I of the Work-force Investment Act of 1998, Pub. L. No. 105-220.

The same services referenced for the Workforce Invest-ment Act-Adult Program are available to dislocated workers who are laid off as a result of plant closures or substantial layoffs. This Program is authorized under Title I of the Workforce Investment Act of 1998, Pub. L. No. 105-220.

The WIA Youth Program serves youth who are between 14-21 years of age and identifi ed as low-income with at least one or more of the following barriers: defi cient in basic literacy skills; a school dropout; homeless, a run-away, or a foster child; pregnant or a parent; an offend-er; or an individual who requires additional assistance to complete an educational program, or to secure and hold employment. Program activities include a variety of options for improving educational and skill compe-tencies and provide effective connections to employers. This program is authorized under Title I of the Work-force Investment Act of 1998, Pub. L. No. 105-22.

PY 2009-2010 WIA Participants

PY 2009-2010 WIA Participants Entered Employ-ment Rate

PY 2009-2010 WIA Participants Entered Employ-ment Retention Rate

PY 2009-2010 WIA Participants Credential Rate

18

Workforce Investment Act (WIA)

The national performance targets are based on estimates developed from administrative and economic data re-garding the experience of job seekers within their local labor markets as reported in Workforce Investment Act Standardized Record Data (WIASRD) or other data systems used by the non-WIA programs. Estimation is based upon participants’ experiences in their local labor markets. This approach is more precise than estimating the individual-local labor market relationships with data aggregated across disparate geographical areas, such as states or the nation. To measure local labor market conditions, unemployment rates are collected by local workforce investment areas (LWIAs) for the WIA and WP Employment Service (ES) programs and by county for the Trade Adjustment Assistance (TAA) program.

For program years 2008, 2009, and 2010, adjustments to national performance targets were made using esti-mates of the effects of unemployment rates on perfor-mance results for the following programs: WIA Adult, WIA Dislocated Worker, WIA Youth, ES, and TAA.For all other workforce investment programs, the na-tional targets are adjusted using either the WIA Adult or WIA Dislocated Worker estimates, depending on which program they are most similar to, because detailed par-ticipant data are not readily available for direct estima-tion. Specifi cally, the WIA Adult estimates are used for the Senior Community Service Employment Program (SCSEP), Migrant and Seasonal Farmworkers-Nation-al Farmworker Jobs Program (MSFW-NFJP), Indian and Native American Program (INA), Work Incentive Grants (WIGs), Reintegration of Ex-Offenders (Pris-oner Reentry Initiative-PRI), and National Emergency Grants (NEGs). The WIA Dislocated Worker estimates are used to adjust the retention goal target for Regis-tered Apprenticeship. The WIA Youth estimates are used for the Reintegration of Ex-Offenders, ages 14-17, and estimates are not applied to the Community-Based Job Training Grants or YouthBuild because these two programs are conducting baseline data collection.

The justifi cation for using WIA Adult or Dislocated Worker estimates derives from the similarity in the characteristics of the participants of these two WIA programs to the other programs. The Unemployment Insurance (UI) Program uses UI-specifi c regression workforce development models and the Offi ce of For-eign Labor Certifi cation has its specifi c methodologies to set performance targets. While state workforce agen-cies may not be generally involved with these last two programs, including the estimates in this TEGL allows ETA to systemically publish targets for most of its pro-grams.

For PY 2009 WIA performance negotiations, states were required to establish PY 2009 performance lev-els for the Wagner-Peyser Act component of the State Plans at the same time they negotiated performance levels for the WIA Title IB programs. A state could extend its PY 2008 performance levels for the WIA title IB programs to PY 2009 or choose to negotiate new performance levels. This guidance gave states the op-portunity to see a larger set of performance goal targets that reach across all the programs using the common measures. States were to consider that the Department revisits the Government Performance and Results Act (GPRA) targets at the end of every program or fi scal year to make adjustments. Adjustments to the GPRA targets based on the infusion of Recovery Act funds will be taken into consideration as participants receiv-ing additional resources begin exiting their respective programs. Florida chose to extend the PY 2008 levels to PY 2009.

19

Negotiated Levels of Performance (TEGL 09-08)

One way of evaluating and improving performance is to have common performance measures for programs with similar goals. ETA and VETS have worked to de-fi ne common measures, and as of July 1, 2005, these measures were implemented for the WIA title IB and Wagner-Peyser employment services and VETS pro-grams. The Trade Adjustment Assistance (TAA) pro-grams implemented the common measures on October 1, 2005.

ADULT MEASURES

Entered Employment - Of those who are not em-ployed at the date of participation:

# of adult participants who are employed in the fi rst quarter after the exit quarter

# of adult participants who exit during the quarter

Employment Retention - Of those who are employed in the fi rst quarter after the exit quarter:

# of adult participants who are employed in both the second and third quarters after the exit quarter

# of adult participants who exit during the quarter

Average Earnings - Of those adult participants who are employed in the fi rst, second, and third quarters after the exit quarter:

Total earnings in the second plus the total earnings in the third quarters after the exit quarter

# of adult participants who exit during the quarter

YOUTH MEASURES

Placement in Employment or Education - Of those who are not in post-secondary education or employ-ment (including the military) at the date of participa-tion:

# of youth participants who are in employment (including the military) or enrolled in post-second-ary education and/or advanced training/occupational skills training in the fi rst quarter after the exit quar-ter

# of youth participants who exit during the quarter

Attainment of a Degree or Certifi cate - Of those enrolled in education (at the date of participation or at any point during the program):

# of youth participants who attain a diploma, GED, or certifi cate by the end of the third quarter after the exit quarter

# of youth participants who exit during the quarter

Literacy and Numeracy Gains - Of those out-of-school youth who are basic skills defi cient:

# of youth participants who increase one or more educational functioning levels

# of youth participants who have completed a year in the program (i.e., one year from the date of fi rst youth program service) plus the # of youth partici-pants who exit before completing a year in the youth program

20

Common Measures

Advanced Training - This is an occupational skills employment/training program, not funded under Title I of the WIA, which does not duplicate training received under Title I. It includes only training outside of the One-Stop, WIA, and partner system (i.e., training fol-lowing exit). (Please note: this term applies to the cur-rent WIA younger youth measures only, it does not ap-ply to the common measures).

Advanced Training/Occupational Skills Training – To count as a placement for the Youth Common Mea-sures, advanced training constitutes an organized pro-gram of study that provides specifi c vocational skills that lead to profi ciency in performing actual tasks and technical functions required by certain occupational fi elds at entry, intermediate, or advanced levels. Such training should: (1) be outcome-oriented and focused on a long-term goal as specifi ed in the Individual Ser-vice Strategy, (2) be long- term in nature and commence upon program exit rather than being short-term training that is part of services received while enrolled in ETA-funded youth programs, and (3) result in attainment of a certifi cate (as defi ned below under this attachment).

Basic Skills Defi cient – The individual computes or solves problems, reads, writes, or speaks English at or below the eighth grade level or is unable to compute or solve problems, read, write, or speak English at a level necessary to function on the job, in the individual’s fam-ily, or in society. In addition, states and grantees have the option of establishing their own defi nition, which must include the above language. In cases where states or grantees establish such a defi nition, that defi nition will be used for basic skills determination.

Basic Skills Goal - A measurable increase in basic ed-ucation skills including reading comprehension, math computation, writing, speaking, listening, problem solving, reasoning, and the capacity to use these skills. (Please note: this term applies to the current WIA stat-

uatory youth measures only, it does not apply to the common measures).

Certifi cate – A certifi cate is awarded in recognition of an individual’s attainment of measurable technical or occupational skills necessary to gain employment or advance within an occupation. These technical or oc-cupational skills are based on standards developed or endorsed by employers. Certifi cates awarded by work-force investment boards are not included in this defi ni-tion. Work readiness certifi cates are also not included in this defi nition. A certifi cate is awarded in recognition of an individual’s attainment of technical or occupa-tional skills by:

• A state educational agency or a state agency re-sponsible for administering vocational and techni-cal education within a state.

• An institution of higher education described in Section 102 of the Higher Education Act (20 USC 1002) that is qualifi ed to participate in the student fi nancial assistance programs authorized by Title IV of that Act. This includes community colleges, proprietary schools, and all other institutions of higher education that are eligible to participate in federal student fi nancial aid programs.

• A professional, industry, or employer organiza-tion (e.g., National Institute for Automotive Ser-vice Excellence certifi cation, National Institute for Metalworking Skills, Inc., Machining Level I credential) or a product manufacturer or developer (e.g., Microsoft Certifi ed Database Administrator, Certifi ed Novell Engineer, Sun Certifi ed Java Pro-grammer) using a valid and reliable assessment of an individual’s knowledge, skills, and abilities.

• A registered apprenticeship program.

• A public regulatory agency, upon an individual’s 21

Defi nition of Key Terms

fulfi llment of educational, work experience, or skill requirements that are legally necessary for an individual to use an occupational or professional title or to practice an occupation or profession (e.g., FAA aviation mechanic certifi cation, state certifi ed asbestos inspector).

• A program that has been approved by the Depart-ment of Veterans Affairs to offer education ben-efi ts to veterans and other eligible persons.

• Job Corps centers that issue certifi cates.

• Institutions of higher education which is for-mally controlled, or has been formally sanctioned, or chartered, by the governing body of an Indian tribe or tribes.

Credential - A nationally recognized degree or certifi -cate or state/locally recognized credential. Credentials include, but are not limited to, a high school diploma, GED, or other recognized equivalents, post-secondary degrees/certifi cates, recognized skill standards, and licensure or industry-recognized certifi cates. States should include all state education agency recognized credentials. In addition, states should work with local workforce investment boards to encourage certifi cates to recognize successful completion of the training ser-vices listed above that are designed to equip individuals to enter or re-enter employment, retain employment, or advance into better employment. (Please note: this term applies to the current WIA statuatory adult, dislocated worker, and older youth measures only, it does not ap-ply to the common measures).

Date of Exit – Represents the last day on which the individual received a service funded by the program or a partner program (see defi nition of “exit”).

Date of Participation – Represents the fi rst day, fol-lowing a determination of eligibility (if required), that the individual begins receiving a service funded by the program (see defi nition of participant).

Diploma – The term diploma means any credential that the state education agency accepts as equivalent to a high school diploma. The term diploma also includes post-secondary degrees including Associate (AA and AS) and Bachelor Degrees (BA and BS).Educational Gain – At post-test, participant completes or advances one or more educational functioning levels from the starting level measured on entry into the pro-gram (pre-test).

Employed at the Date of Participation – An individu-al employed at the date of participation is one who:

• Did any work at all as a paid employee on the date participation occurs (except the individual is not considered employed if: a) he/she has received a notice of termination of employment or the em-ployer has issued a Worker Adjustment and Re-training Notifi cation (WARN) or other notice that the facility or enterprise will close, or b) he/she is a transitioning service member;

• Did any work at all in his/her own business, pro-fession, or farm;

• Worked 15 hours or more as un unpaid worker in an enterprise operated by a member of the family; or

• Was not working, but has a job or business from which he/she was temporarily absent because of illness, bad weather, vacation, labor-management dispute, or personal reasons, regardless of whether paid by the employer for time off, and regardless

22

of whether seeking another job.

Employed in the Quarter After the Exit Quarter -The individual is considered employed in a quarter after the exit quarter if wage records for that quarter show earnings greater than zero. When supplemental data sources are used, individuals should be counted as employed if, in the calendar quarter of measurement af-ter the exit quarter, they did any work at all as paid em-ployees (i.e., received at least some earnings), worked in their own business, profession, or worked on their own farm.

Employed in the Second or Third Quarter After the Exit Quarter - The individual is considered employed if wage records for the second or third quarter after exit show earnings greater than zero. Wage records will be the primary data source for tracking employment in the quarter after exit. When supplemental data sources are used, individuals should be counted as employed if, in the second or third calendar quarter after exit, they did any work at all as paid employees, worked in their own business, profession, or worked on their own farm.

Exit - The term “program exit” means a participant does not receive a service funded by the program or funded by a partner program for 90 consecutive calendar days and is not scheduled for future services. (See Section 6. B. 2. of the TEGL for exceptions to the program exit defi nition).

Exit Quarter – Represents the calendar quarter in which the date of exit is recorded for the individual. Last Expected Service Date - This date is used to de-termine when a customer becomes a part of the sam-pling frame for the customer satisfaction survey. In many instances, this date will be the same as the exit date. In situations where a case was ended, reopened within 90 days of the original closure date, and then

ended again, the date used to determine inclusion in the sampling frame is the initial last expected service date. This date is also the date that triggers follow-up services as long as no additional services are provided (other than supportive or follow-up services) 90 days following this date.

Not Employed at the Date of Participation - An in-dividual is also considered not employed at the date of participation when he/she (a) did no work at all as a paid employee on the date participation occurs, (b) has received a notice of termination of employment or the employer has issued a WARN or other notice that the facility or enterprise will close, or (c) is a transitioning service member.

Occupational Skills Goal - A measurable increase in primary occupational skills encompassing the profi -ciency to perform actual tasks and technical functions required by certain occupational fi elds at entry, inter-mediate or advanced levels. Secondary occupational skills entail familiarity with and use of set-up proce-dures, safety measures, work-related terminology, re-cord keeping and paperwork formats, tools, equipment and materials, and breakdown and clean-up routines. (Please note: this term applies to the current WIA stat-uatory youth measures only, it does not apply to the common measures).

Out-of-School Youth – An eligible youth who is a school dropout, or who has received a secondary school diploma or its equivalent but, is basic skills defi cient, unemployed, or underemployed (WIA section 101(33)). For reporting purposes, this term includes all youth ex-cept: (i) those who are attending any school and have not received a secondary school diploma or its recog-nized equivalent, or (ii) those who are attending post-secondary school and are not basic skills defi cient.

23

Defi nition of Key Terms (Con’t)

Participant – A participant is an individual who is determined eligible to participate in the program and receives a service funded by the program in either a physical location (One-Stop Career Center or affi liate site) or remotely through electronic technologies.

Participation Quarter – Represents the calendar quar-ter in which the date of participation is recorded for the individual.

Physical Location – A physical location means a des-ignated One-Stop Career Center, an affi liated One-Stop partner site, including a technologically linked access point, where services and activities funded by the pro-gram are available, or other specialized centers and sites designed to address special customer needs, such as company work sites for dislocated workers.

Post-Secondary Education – A program at an accred-ited degree-granting institution that leads to an aca-demic degree (e.g., A.A., A.S., B.A., B.S.). Programs offered by degree-granting institutions that do not lead to an academic degree (e.g., certifi cate programs) do not count as a placement in post-secondary education, but may count as a placement in “advanced training/oc-cupational skills training.”

Post-test – A test administered to a participant at regu-lar intervals during the program.

Pre-test – A test used to assess a participant’s basic lit-eracy skills, which is administered to a participant up to six months prior to the date of participation, if such pre-test scores are available, or within 60 days follow-ing the date of participation.

Qualifi ed Apprenticeship - A program approved and recorded by the ETA Bureau of Apprenticeship and Training or by a recognized state apprenticeship

agency or council. Approval is by certifi ed registration or other appropriate written credential.

Transitioning Service Member - A service member in active duty status (including separation leave) who participates in employment services and is within 24 months of retirement or 12 months of separation.

Work Readiness Skills Goal - A measurable increase in work readiness skills including world-of-work aware-ness, labor market knowledge, occupational informa-tion, values clarifi cation and personal understanding, career planning and decision making, and job search techniques (resumes, interviews, applications, and fol-low-up letters). They also encompass survival/daily living skills such as using the phone, telling time, shop-ping, renting an apartment, opening a bank account, and using public transportation. They also include positive work habits, attitudes, and behaviors such as punctual-ity, regular attendance, presenting a neat appearance, getting along and working well with others, exhibiting good conduct, following instructions and completing tasks, accepting constructive criticism from supervisors and co-workers, showing initiative and reliability, and assuming the responsibilities involved in maintaining a job. This category also entails developing motivation and adaptability, obtaining effective coping and prob-lem-solving skills, and acquiring an improved self im-age. (Please note: this term applies to the current WIA statuatory youth measures only, it does not apply to the common measures).

24

25

ADA – Americans with Disabilities Act http://www.eeoc.gov/facts/fs-ada.html

ABE – Adult Basic Education http://advocatesforabe.blogspot.com/

AJB – America’s Job Bank http://www.ajb.dni.us/

ALC – Alien Labor Certifi cation http://www.foreignlaborcert.doleta.gov/

ARRA - American Recovery and Reinvestment Act of 2009http://www.recovery.gov/Pages/home.aspx

CIE – Commission for Independent Education (DOE) http://www.fl doe.org/cie/ CCTC – Community College and Technical Center (DOE) http://www.fl doe.org/arm/cctcmis/

CFR – Code of Federal Regulations http://www.gpoaccess.gov/cfr/index.html

DCF – Department of Children and Families http://www.state.fl .us/cf_web/

DRVS – Data Reporting and Validation System http://www.doleta.gov/performance/reporting/docs/WIA5/LXDRVSuserguide111705.pdf

DVOP - Disabled Veteran Outreach Program http://www.esd.wa.gov/

EDP - Employability Development Plan http://www.fl oridajobs.org/pdg/TrainingPresentations/EmployDevelPlan101205.pps

EER – Entered Employment Rate http://www.doleta.gov/performance/trainingtutorials/ppt/FinalInnovations_PerfMgtHighlights.ppt#666

EFM - Employ Florida Marketplace http://www.enewsbuilder.net/flworkforce/e_arti-cle000367859.cfm?x=b4tDdR9,0

ERR – Employment Retention Rate http://www.doleta.gov/performance/trainingtutorials/ppt/FinalInnovations_PerfMgtHighlights.ppt#666

ESL – English-as-a-Second Language

ETA - Employment and Training Administration (US Dept. of Labor) http://www.doleta.gov/

ETPL - Eligible Training Provider List http://www.fl oridajobs.org/etpl/

FEIN – Federal Employer Identifi cation Number http://www.residual-rewards.com/EIN-Employer-Identifi cation-Number.html

FETPIP – Florida Education and Training Placement Information Program http://www.fl doe.org/fetpip/

FLORIDA - Florida On-line Recipient Integrated Data Access http://www.acf.hhs.gov/nhsitrcapps/main_lvl5.jsp?pageID=showprofi le&App=1891

FPLI - Florida Price Level Index http://www.labormarketinfo.com/

FPR – Welfare Transition Federal Participation Rate http://www.floridajobs.org/workforce/training_pres.html

FRED – Florida Research and Economic Database http://fred.labormarketinfo.com/

Acronyms

26

FSET – Food Stamp Employment & Training Program http://www.fl oridajobs.org/workforce/fset.html

GED - General Educational Development http://www.acenet.edu/AM/Template.cfm?Section=GED_TS

HCTC - Health Coverage Tax Credit http://www.irs.gov/individuals/article0,,id=187948,00.html

HHS - Health & Human Services http://www.os.dhhs.gov/

ITA - Individual Training Account http://www.wfplus.org

LLSIL - Lower Living Standard Income Level http://www.doleta.gov/llsil/

LMI – Labor Market Information http://www.careeronestop.org/LMI/LMIHome.asp

LVER - Local Veterans Employment Representative http://www.dol.gov/vets/aboutvets/contacts/main.htm#fl or

MMR - Monthly Management Report http://www.fl oridajobs.org/workforce/os_reports.html

MSFW – Migrant and Seasonal Farmworkers http://www.fl oridajobs.org/workforce/msfw_services.html

NASWA - National Association of State Workforce Agencies http://www.workforceatm.org/about.cfm

NEG – National Emergency Grant http://www.doleta.gov/neg/apply_neg.cfm

NRS – National Reporting System http://www.fl doe.org/ARM/cctcmis/pubs/nrs/nrs.asp

OFA – Offi ce of Family Assistance http://www.acf.hhs.gov/programs/ofa/

OMB – Offi ce of Management and Budget http://www.whitehouse.gov/omb/

OPM – Offi ce of Personnel Management http://www.opm.gov/

OSMIS - One-Stop Management Information Systemhttp://www.fl oridajobs.org/

OSPS - One-Stop Program Support http://www.fl oridajobs.org/workforce/index.html

OSST – One-Stop & Service Tracking http://www.fl oridajobs.org/pdg/Memos/OSST_OWP_InterfaceFeb2006_020606.pdf

PACIA – Performance Accountability and Customer Information Agencyhttp://www.workforceatm.org

R&G - Red and Green Report http://www.fl oridajobs.org/workforce/os_reports.html

RWB - Regional Workforce Board http://www.workforcefl orida.com/boards/index.htm

SWA - State Workforce Agency http://www.fl oridajobs.org/

TAA - Trade Adjustment Assistance http://www.doleta.gov/tradeact/

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TANF – Temporary Assistance for Needy Familieshttp://www.acf.hhs.gov/opa/fact_sheets/tanf_factsheet.html

TCA - Temporary Cash Assistance http://www.myfl orida.com/cf_web/

TEGL – Training and Employment Guidance Letter http://www.workforceatm.org/articles/template.cfm?results_art_fi lename=tegl1705.htm

TOL – Targeted Occupations List http://www.labormarketinfo.com/wec/targetoccupa-tionlist.htm

TSM - Transitioning Service Member http://www.acap.army.mil

UI – Unemployment Insurance http://workforcesecurity.doleta.gov/unemploy/

USDOL – United States Department of Labor http://www.dol.gov/

VETS - Veterans Employment and Training Service http://www.dol.gov/vets/

WARN – Worker Adjustment and Retraining Notifi cationhttp://www.dol.gov/dol/allcfr/ETA/Title_20/Part_639/toc.htm

WFI - Workforce Florida, Inc. http://www.workforcefl orida.com/

WIA - Workforce Investment Act http://www.afscme.org/

WIASRD - WIA Standardized Record Data http://www.doleta.gov/Performance/Reporting/wia_annual_report_info.cfm

WP - Wagner-Peyser http://www.fl oridajobs.org/workforce/wag_peyser.html

WOTC - Work Opportunity Tax Credit http://www.doleta.gov/business/incentives/opptax/

WRIS – Wage Record Interchange System http://www.doleta.gov/performance/WRIS_archive.cfm

WT - Welfare Transition http://www.fl oridajobs.org/workforce/wel_trans.html

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AWI Reportshttp://www.fl oridajobs.org/workforce/os_reports.html

WFI Reportshttp://www.workforcefl orida.com/Publications/State-AndFederalPublications.php

U.S. DOL Reports

ETA 9002 and VETS 200 http://ows.doleta.gov/dmstree/handbooks/406/406_r_4_24_02.pdf

WIA Annual http://www.doleta.gov/performance/results/Reports.cfm?#wiastann

WIA Quarterly http://www.doleta.gov/performance/results/Reports.cfm?#wiastann

Reporting Location Guide

This document produced & printed by:Performance, Reporting & Analysis

One-Stop & Program Support (OSPS)107 East Madison StreetTallahassee, FL 32399

http://www.fl oridajobs.org/workforce/os_reports.html(850) 245-7105Fax 245-7427

wi a Agency for Workforce Innovation