Lessons Learned Presented by Christine Boucher, Program Officer Renetta Boyd, Program Officer Rian Ellis, Program Officer Joseph Gallagher, Assistant to the Director, SCSEP Field Operations Glendale Johnson, Program Officer Janet Parsons, Program Officer & Mohan Singh, Program Officer
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Lessons Learned Presented by Christine Boucher, Program Officer Renetta Boyd, Program Officer Rian Ellis, Program Officer Joseph Gallagher, Assistant.
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Lessons LearnedPresented by
Christine Boucher, Program OfficerRenetta Boyd, Program Officer
Rian Ellis, Program OfficerJoseph Gallagher, Assistant to the Director, SCSEP Field Operations
Glendale Johnson, Program Officer Janet Parsons, Program Officer &
Mohan Singh, Program Officer
Service Level (SL)
Lessons Learned
PY 2007
Presented by: Janet Parsons
Program Officer
Service Level
Definition:
Number of eligible individuals served
Compares total number of participants to a grantee’s authorized number of positions, adjusting for differences in minimum wage.
Service Level
PY 2007 Service Level Goal:
164%
Service Level
Example:
Modified Authorized Number of Positions = 100
PY 2007 Goal: 164%
100 x 164% = 164 participants need to be served during program year.
Service Level
Example:
Modified Authorized Positions = 100
Service level = participants served YTD
Participants served YTD = # of participants carried over on July 1 + new enrollees since July 1
Service Level
SSAI National Performance
How did we do?
PY2007 SSAI National Participants served and Service Level by Month
As of 3/31/08, network needed to enroll 1896 participants to meet 164% goal.
By 6/30/08, network had enrolled 2162 participants to reach 168%.
PY2007 Diff
-400
-300
-200
-100
0
100
200
300
400
500
Ju
l-07
Au
g-0
7
Sep
-07
Oct-
07
No
v-0
7
Dec-0
7
Jan
-08
Feb
-08
Mar-
08
Ap
r-08
May-0
8
Ju
n-0
8
Service Level
Service Level
Lessons Learned:
Service level goal was met, but last quarter enrollment push does not ensure other performance measures will be met, or PWFB budget will be spent.
PY2006 Diff
-2,500
-2,000
-1,500
-1,000
-500
0
500
1,000
1,500
2,000
2,500
Jul-
07
Au
g-0
7
Sep
-07
Oct
-07
No
v-07
Dec
-07
Jan
-08
Feb
-08
Mar
-08
Ap
r-08
May
-08
Jun
-08
Service Level
Service Level
Lessons Learned:
• Competitions, transitions, and new regulations impact our work but does not stop us.
PY2005 Diff
-1,500
-1,000
-500
0
500
1,000
Ju
l-07
Au
g-0
7
Sep
-07
Oct-
07
No
v-0
7
Dec-0
7
Jan
-08
Feb
-08
Mar-
08
Ap
r-08
May-0
8
Ju
n-0
8
Service Level
Service Level
Lessons Learned:
Appears to be no difference between urban and rural project service level performance.
Appears to be no difference between types of sponsors service level performance.
Service Level
Lessons Learned:
• Service level ‘drives’ your entire program.
Service Level
Lessons Learned:
Continuous marketing is essential
Waiting lists are beneficial if used effectively
Need large, diverse group of host agencies
Service Level
Lessons Learned:
Project staffing
Payroll by payroll report is essential tool
Complete participant forms in a timely manner
Community Service Hours (CSH)
Lessons Learned
PY 2007
Presented by: Rian Ellis
Program Officer
Definition Community Service Hours (CSH) in the
aggregate of community service employment, compares the total number of hours of community service provided by each SCSEP grantee to the number of community service hours funded by the grant.
Community Service Hours
Formula
Total # of community service hours reported
YTD funded hours
YTD funded hours =273 hours per quarter* (number of quarters* modified slots)
Community Service Hours
Example
Project XYZ has 45 participants on pay roll and their modified authorized slots is 44. Each participant trained at their assigned host agency for the minimum allotted time of 20 hours per week. The same participants kept working for all four quarters and never had a leave of absence.
Community Service Hours
Project XYZ
45 participants
Pay Roll
Hours/wk20
Example Cont’d
At the end of PY 2007, Project #000 had a performance level of
89.9%
Community Service Hours
Can we do the math?
Mr. Service Hours
Formula in Slow Motion
45 participants x 20hrs x 4 wks x 3mths= 10,800 hrs/qtr
10,800hrs x 4qtrs = 43,200 hrs/yr
43,200 hrs (total number of community service hours reported)
48,048hrs (YTD funded hours= 273*4*44)
= 89.9%
Community Service Hours
PY2007 Community Service (CS) Rate by State
50
55
60
65
70
75
80
85
90
95
100
SSAI
AL
CA IA IL IN MA
MD
MN
MS
NC
NY
OH
PA
TN TX
WI
Community Service Rate Goal
Community Service Hours
SSAI YTD Performance PY07 Goal
81% 81.5%
Lessons Learned:
1. Not everyone will have 100% of possible hours to report
2. Exits and mid-month enrollments effect the calculation
3. Leave of Absence’s effect the CSH calculation4. Training hours are not calculated into the formula5. Hours are correlated to spending6. Hours must be entered on the hours tool on time7. Length of time on the program
Community Service Hours
Lessons Learned (cont’d):
8. Extra hours• Not everyone accepts extra hours• Effective usage is a challenge • Doesn’t always ensure you will spend all $$$• Sends wrong message to participants about
SCSEP not being a job.
Community Service Hours
Providing Service to Most in Need (MIN)
Lessons Learned PY 2007
Presented by Christine Boucher, Program Officer
Most in Need
Participants whose economic and social conditions — as well as employment histories or prospects for employment — are poor.
Integral to carrying out the SCSEP missions.
Also known as MIN.
Definition
Most in Need
Represent a participant’s
barriers to employment.
There are 13, the majority
of which cannot be changed
once the participant is enrolled.
MIN Characteristics
MIN: 13 Characteristics
Participants with any of the following
characteristics will be positive for MIN:
Veteran or spouse Homeless or at-risk Resident of rural area Disabled Limited English-proficient Low literacy skills
Most in Need
MIN: 13 Characteristics (cont’d)
Low employment prospects Failed to find work after WIA Severely disabled Frail Old enough for SSI but not eligible Severely limited job prospects Age 75 or older
Most in Need
The Formula
MIN is not a percentage, but an average. To calculate—
1. Add all Most in Need
characteristics possessed by
all participants served.
2. Divide total characteristics by
number of total participants.
Most in Need
An Example of the Formula
You have counted the MIN
characteristics for each of your
participants for a total of 152.
You have served 68 participants total.
You divide 152 by 68 to arrive at 2.23.
Your MIN performance measure is 2.2.
Most in Need
Do the Math!
Participants served: 68
MIN characteristics
of all 68 participants: 152
152 ÷ 68 = 2.2
Most in Need
2007 Performance Measure
Goal for PY 2007: 1.6(average # of characteristics
per participant)
Established by DOL
14 of 16 states met or
exceeded the goal!
Most in Need
Most in Need
PY2007 Most in Need (MIN) Rate by State
0
0.5
1
1.5
2
2.5
3
SSAI
AL
CA IA IL IN MA
MD
MN
MS
NC
NY
OH
PA
TN
TX
WI
Most in Need Rate Goal
2007 MIN Rate by State
PY07 Goal
1.6
SSAI Final
1.8
What does it mean?
Quite frankly…
we’re not sure!
Most in Need
But we do know this!
2007 was baseline year.
DOL set Continuous Improvement Goal of 2.6 for PY 2008.
2008 is 1st year MIN Goal “counts.”
To get full credit toward goal, Participant Forms must be completed properly.
Most in Need
Finding ParticipantsWho Most Need SCSEP
SSAI helps subgrantees by—
Providing local zip codes
Developing tools for LEP
Encouraging direct outreach
Supporting intermediary recruitment
Most in Need
Most in Need
SSAI’s Ongoing Objective
To better servethose who mostneed SCSEP.
Entered Employment Rate (EER) or Unsubsidized
Placement?
Lessons Learned
PY 2007
Presented by: Glendale Johnson
Program Officer
Entered Employment Rate
Definition
Of those who are not employed at the date of participation: the number of participants who are employed in the first quarter after the exit quarter divided by the number of adult participants who exit during the quarter.
Entered Employment Rate
Formula
Total number of participants employed in the first quarter after the exit
Total number of adult participants who “exit” during the quarter
Entered Employment Rate
SSAI
PY 2007 Goal =
44%
Entered Employment
Example
6 participants exited the program 3 were confirmed for employment in the first
The shift to WIA Common Measures did not lead to more participants getting unsubsidized jobs
Entered employment percentages were high, the actual number placed was low
Entered Employment Rate
PY 2007
EER = 54%
1,465 confirmed jobs
PY 2005
Unsub Rate = 33%
2,084 confirmed jobs
Lessons Learned:
30% fewer jobs
Entered Employment Rate
So…We are putting EER in the pit stop
for repairs, andReturning to the track with the old
unsubsidized placement measure which is reflected in your sponsor agreement
Why did we go back to the unsubsidized placement rate
for PY2008?
Entered Employment Rate Unsubsidized Placements
Bottom Line:
We need to help as many people as possible to get jobs!!
Entered Employment Rate Unsubsidized Placements
Focus on the number to be placed from your Sponsor Agreement
Maintain the same follow-up schedule Exit all unsubsidized placements between
April 1, 2008 through March 31, 2009 Confirm placements by June 30, 2009
Entered Employment Rate Unsubsidized Placements
Placement Goal Tips
IMPORTANT NOTE: A confirmed unsubsidized placement is still a participant employed in the first quarter after exit
Entered Employment Rate Unsubsidized Placements
Final Note
Entered Employment Rate Unsubsidized Placements
Entered Employment RateUnsubsidized Placements
PY 2008 Unsubsidized Placement
Goal = 2,246 participants
PY 2008 Entered Employment Rate
Goal = 55%
(by March 31, 2009)
Employment Retention Rate (ERR)
Basically, Case Management and Follow Up 2
Lessons Learned
PY 2007
Presented by: Renetta Boyd Program Officer
Employment Retention Rate
Definition Retention in Unsubsidized Employment for Six
Months. Of those who are employed in the first quarter after the exit quarter: the number of participants who are employed in both the second and third quarters after the exit quarter divided by the number of participants who exit during the quarter.
PY 2007 Goal = 71.5%
Employment Retention Rate
What?
Employment Retention Rate
Of the Participants that confirmed entered employment in Quarter 1
Were they still working 6 months later?
Employment Retention Rate
If yes,
Still working in Quarter 2 (earned at least $1 in wages)
and
Still working in Quarter 3 (earned at least $1 in wages)
therefore
Confirm Employment Retention
Does not include participants who are excluded Job changes count Fine print: Cannot get the credit unless a follow-
up is conducted.
Employment Retention Rate
Employment Retention Rate
9 of 16 states or 56%
Successfully matched participants to jobs that they retained 6
months later
How did we do?
PY2007 Employment Retention Rate (ERR) by State
0
10
20
30
40
50
60
70
80
90
100
SSAI
AL
CA IA IL IN MA
MD
MN
MS
NC
NY
OH
PA
TN
TX
WI
Employment Retention Rate Goal
Employment Retention Rate
SSAI YTD=76%
Employment Retention Rate
The relationship we build with participants over time contributes to success of this measure.
Employment Retention begins with good Individual Employment Plans (IEP).
Which leads to good job matches
Lessons Learned:
Employment Retention Rate
A low percentage could mean follow-up or tickler system did not work well.
Therefore complete case management every 30 days as a good practice.
Lessons Learned:
Employment Retention Rate
Use the webtools to follow up and track what needs to be done, by when:
Lessons Learned:
Employment Retention Rate
Frequent follow-up and good case management notes leads to success in this measure.
Lessons Learned:
Average Earnings (AE)
Lessons Learned
PY 2007Presented by:
Mohan Singh, Program Officer
Average Earnings
Definition:
Of those participants who are employed in the 1st, 2nd and 3rd quarters after the exit quarter: the total earnings in the second quarter plus the total earnings in the third quarter divided by the number of participants who exited during the quarter.
Average Earnings
Definition Continued:
This measure only looks at those individuals who are included in the retention measure.
Average Earnings
Formula
Total earnings in Q2 of participants employed in Q1, Q2 and Q3 after exit, plus total earnings in Q3
Number of participants who exit during the quarter
Average Earnings
PY 2007 Goal = $6,752.26
You collect Earnings information when you do follow up 2, the same time you are confirming Employment Retention.
Average Earnings
You have to wait until third Quarter after exit to collect Earnings data for second Quarter after exit.
You have to wait until fourth quarter after exit to collect Earnings data for third quarter after exit.
Average Earnings
Is this too long? You bet.
SSAI Web tool lets you know when it’s time to do the follow up 2.
Average Earnings
Once you obtain the Earnings information, enter it in the web tool and the system keeps track of the data and reports your performance.
Average Earnings
How did we do in PY 2007?Actual SSAI performance = $6,125.35
Overview4 of 16 states achieved the goal.
Average Earnings
PY2007 Average Earnings (AE in $) by State
3000
4000
5000
6000
7000
8000
9000
10000
SSAI
AL
CA IA IL IN
MA
MD
MN
MS
NC
NY
OH
PA TN
TX
WI
Average Earnings ($) Goal
Average Earnings
Lessons Learned: Is this a good measure? We are not sure.
This is a baseline year for this measure.
There is no prior year data to compare.
Average Earnings
Lessons Learned (cont’d): This measure does not work well for an
aging population.
Participants need good jobs but you have no control over the jobs they find.
Average Earnings
Lessons Learned (cont’d):
You do have control over follow ups – do them regularly to get credit.
Make sure the earnings data is accurate and you can validate it.
Average Earnings
Lessons learned Cont’d:
Establish good relationships with former participants and employers who hire them.
Spending
Lessons Learned
PY 2007
Presented by:
Joseph Gallagher Assistant to the Director, SCSEP Field Operations
Spending
Definition:
Expend 100% of Participant Wages budget
ANOTHER WAY TO SAY IT: EFFICIENTLY UTILIZE ALL OF THE FUNDS THAT YOU HAVE AT YOUR DISPOSAL WITHOUT GOING OVER YOUR BUDGET.
Spending
PY 2007 Spending Goal:
Spend 100% of Participant Wages
ANOTHER WAY TO SAY IT: EFFECTIVELY UTILIZE ALL OF THE FUNDS THAT YOU HAVE AT YOUR DISPOSAL WITHOUT GOING OVER YOUR BUDGET.
Spending
How is the goal calculated?
Identify PWFB dollars: Spend 100%.
ANOTHER WAY TO SAY IT: EFFICIENTLY AND EFFECTIVELY UTILIZE ALL OF THE FUNDS THAT YOU HAVE AT YOUR DISPOSAL AND SERVE AS MANY PEOPLE AS YOU CAN. EVEN IF THAT MEANS GOING OVER YOUR SERVICE LEVEL GOAL.
Spending
SSAI National Performance
How did we do?
$1.2 million unspent in participant wages on June 30.
Spending
How did we do?
48 of 81 (or 59%) of projects under spent.
30 of 81 (or 37%) of projects over spent – most, but not all… at SSAI’s request.
Spending
Lesson Learned:
Project directors need to know what’s going on with their spending… all year long… and they need a good, easy-to-use tool to help them do that.
Spending
Lessons Learned: Need to utilize new and improved PY08