Comprehensive Knowledge Preparation for Certification

•Local Workforce Investment Board Director: Harold LaBorde Jr.

THE LEADERSHIP TEAM

Who is on the leadership team for LWIA 70?
Bonnie Vos, Local Area Coordinator
Nelda Altimus, Sites Coordinator
Pat Stratton, Team Leader
Shirley Egans, Team Leader
Daniel Spears, Team Leader
Shreveport office not included, they are doing their own thing.
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Harold LaBorde, WIB Director, and Jacques Lasseigne, Regional Manager, are ex-officio members. As ex-officio members they provide guidance and direction.
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What is the purpose of the leadership team?
The leadership team's main responsibilities are to ensure that:
1) all centers within the local area meet policy requirements of the state and local Workforce Investment Board (WIB);
2) there is uniformity of services and consistent operating practices across all centers in the local area; and
3) all goals and performance standards are accomplished.

Meet policy requirements of state and LWIB, Uniformity of services and operating practices, Goals and performance standards accomplished
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•Mark Rovell’s Official Title: Career Solutions Team Leader/Member. Skills Development Team Leader

•30-second stand and greet is mandatory when customers enter office

•What will the Field Directors be looking for? 1. Do staff referrals line up with members resumes? 2. ????????????

•We may not see Field Directors until March 2008, but this is the first question on why we do, what we do.
What are questions that will be asked of staff by Field Directors? 1. Why are we redesigning? 2. What are the goals of the integrated service delivery model?
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•The 3 goals of this Integrated Service Delivery Model are: 103107
1. To ensure that workforce development services are demand driven and aligned with business needs through: (we provide services that are needed and valued by our customers)
· The development of a system driven by demand, ensuring that services within the Business and Career Solutions system are valuable to employers and job seekers. Ensuring that the business needs of hiring, retention, training and advancement of workers is the driving force for a system design;
· Emphasis on skill development for all customers to enhance workforce skills, thus helping to meet demand;
2. To significantly improve our effectiveness and efficiency through:
· Improved customer service throughout the system;
· Reduction of redundancies and the creation of efficiencies in a time of limited resources, thus increasing spending on direct client services by restructuring of the delivery of employment and training services to eliminate duplication of services;
3. To ensure high-value contribution to workforce development through:
· The provision of a better return on investment of workforce funds by improving the quality and increasing the access to services;
· Further linkage among workforce, economic development and education.

Demand driven and aligned with business needs, Significantly improve effectiveness and efficiency, Ensure high-value contribution
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6 (8) Simple Triage Questions to Figure out Where To Begin Service Delivery
Must greet within 30 seconds of customer entering office.
Question… 1. How may I help you today?
Purpose… •Determine wants /needs. •General understanding of customer’s current situation. •Build on existing services (if any).
Question… 2. How quickly are you looking for your next job? Or How quickly are you looking to start training?
Purpose…•Determine immediacy for job/training entry. •Understand customer’s motivation and time investment.
Question… 3. What type of work are you looking for? Is that the same or a different type of work than you’ve done before? Or What type of training are you interested in?
Purpose… •Understand to what degree current skills align with desired job/training choice.
Question… 4. What experience do you have in that career field?
Purpose… •Assess how current skills align with job/training choice.
Question… 5. What have you done so far on your job search? Or What have you done so far to enroll in training?
Purpose… •Understand customer’s current ability to look and apply for jobs/training. •Determine which specific services are needed first.
Question… 6. Have you ever used a computer? Or Do you have an email address?
Purpose…•Determine most appropriate methods for delivering services.

How may, How quickly, What type, Is that, What experience, What have, Have you, Do you
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186 >Employment Express / 187 > Career Development / 188 > Career Advancement
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Membership Process at a glance
•Greet/Identify Purpose of Visit •Conduct Service Triage •Recommend Services •Determine Membership Status and/or Promote Membership •Complete/Update Membership Application •Orient Member to Office/Process •Begin Services/Introduce to Skills Development Team •Enter First Activity •Maintain Ongoing Member Contact
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Greeting Customer Standards…
•Customer is personally greeted within 30 seconds of entering the front door. •Greeting includes a personal welcome and a handshake. •Staff introduces themselves by name. •Staff determines reason for the customer’s visit.
The Greeting: “Good Morning. Welcome to Career Solutions, I’m Kip. How may I help you today?”
Potential Responses: •Job •UI Letter •Training •Other

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Four Teams of the Integrated Services Model
1. Business Services 2. Membership Team 3. Skills Development Team 4. Recruitment Team
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Old language New Language

OLD TERM
NEW TERM
Job Center
Business & Career Solutions Center
Follow-Up
Membership Management
Case Management
Services Management
OJT/IWTP
EBT (Employer-Based Training)
ITA
Scholarship
Background Wizard
Skills & Work History
WIA Program Director
Local Area Coordinator
My Office/ Your Office
Business & Career Solutions Center
Job Order
Job Vacancy
Get your “111”
Required Job Search
BSR
Business Service Team Member
My Staff/ Your Staff
Business & Career Solutions Center Staff
WIA Staff
Local-Funded Staff
Center Manager
Site Coordinator
Intake
Membership
Exit
Case Closure
Becoming Certified or Tuning in Cert. App.
Meeting Minimum Standards for Franchise
Wagner Peyser Staff
State-Funded Staff
Supervisor
Team Leader
Cohort Group
Service Recommendation
Put person in the computer
Becoming a Member
Registration/ Enrollment
Membership Application
Job Description
Functional Description
Organization Chart
Integrated Staffing Structure
Redesign
Integrated Service Model
Employer Services
Business Solutions/ Services
Clients
Members
Applicant
Member or Customer
The Folder
Membership Welcome Kit
Waiting Room
Membership Area
Resume Room
Skills Development Area
Reception Area
Membership Area
Counselor
Skills Development Team Member
Job Service Office
Business & Career Solutions Center
Programs
Services
Job Fair
Customized Recruiting Event

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My Skills Development Management Duties:
Team Leader Responsibilities
-- Under the direction of the Site Coordinator, assist in day-to-day operations of integrated service delivery.
-- Two-fold: Directly supervise work activities of specific team. Participate as a member of the team, sharing workload of the team.
-- Resolve issues that relate to procedures that affect daily operation of the team and provide recommendations on processes which best facilitate delivery of services to all customers. All Business and Career solutions team members are expected to share their expertise and assist with other functions or perform additional tasks as needed.
Center Responsibilities of team leader -- Assist in creating Business and Career Solutions Center procedures and/or team processes.
-- Relate all new (or changed) policies, procedures, and/or processes to team members. Ensure that team members have the most up-to-date and current information which effect their jobs. Assist in creating standards and operating norms necessary to facilitate customer focused work processes within your team. Functional Supervision Responsibilities of Team Leader -- Actively participate as a team member by taking on as part of your on-going regular workload the activities of the team and temporarily take on additional team activities when team workload is at capacity or special projects arise. Identify, assign, and follow-up on work activities of team member under your direct functional supervision. Create weekly team schedules to ensure adequate coverage. Ensure that all team members understand what is expected of them. Oversee daily work activities of those whom you functionally supervise and ensure that teams are fulfilling required work activities. Ensure team members are knowledgeable about Business and Career Solutions Center products and services and teams role in delivery of these products and services. Serve as a resource and content expert to team members, providing them with guidance and being available to answer questions to clarify the work activities. Create opportunities for team members to provide input on procedures/processes and share their expertise with other team members. Document individual team member’s on-going performance including individual successes, positive and negative behavioral issues, and contributions. Participate in performance evaluation. Ensure that each team member feels that his/her work is valued, appreciated, and meaningful to the success of the Business and Career solutions Center.
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The designers of this delivery system are Melanie Arthur and Kip Stottlemyer
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Skills Development Team creates and delivers job seeker skills building services – •Coach job search activities. •Evaluate skills, interests and work preferences. •Explore career options. •Provide career counseling & consultation. •Facilitate decision making and prioritization strategies. •Promote and recommend skills building and training options. •Facilitate the matching of skills to current job openings. •Assist job seekers in identifying, targeting and packaging their skills. •Manage classroom-based training services. •Broker additional services. ???????
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Maintain regular and frequent contact with members (via phone, mail, email, face-to-face to recommend additional services in order to assist members in building the needed skills, and keep the customer attached to services on an on-going basis. (How is that possible?)
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Starting at the Front Door… •Everyone can be served and have diverse needs met. •There is an identifiable set of services promised and delivered to all customers. •Customers, services, and resources are integrated. •Multiple programs have a single customer interface. •Clear customer pathways exist for entry into services and from one service to another. •Customers are provided with recommended services to get started quickly.
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Business and Career Solutions Services Goals •Easy Access •Non-Repetition (Duplication of effort????) •Choices •Seamless •Retention •Satisfaction •Performance
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Skills Development Process At-A- Glance -- •Meet new Member/Get Verbal Update on Service Recommendation •Conduct 3 Minute “Get To Know You” • Start member on First Service •Recommend Additional Services/Ongoing use of Career Solutions Center •Plan Next Services/Visit •Document Services/Outcomes/Next Steps •Maintain Ongoing member Contact.
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Disability Navigator -- Bill Shaver 111607

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Premier Employers Criteria
1. Above avg. wage, above 9.00 a hour for region #70 2. Over 25 employees 3. Provides Health Care Benefits
4. Educational and Training opportunities within company or tuitions assistance 5. Promotional Opportunities are available
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Bossier Parish Premier Customers
1. Halliburton 2. Schlumberger 3. G&G Distributing Corporation 4. McElroy Metal 5. Cellxion
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Program Descriptions Summary - 111307 from Daniel Spears
•TAA - Trade Adjustment Act •IWTP - Incumbent Worker Training Program •STEP - Strategies to Empower People •Veteran Services •Disability Navigator Program •Employer Based Training •Federal Bonding
TAA PROGRAM DESCRIPTION
To help trade affected worker who have lost their jobs as a result of increased imports or shifts in production out of the United States. A group of workers must file a petition with the United States Department of Labor requesting certification of workers adversely
affected by foreign trade. If certified, each worker in the group may apply separately for individual services and benefits through their local Business and Career Solution Center. Application packets are available in Business and Career Solution Centers.
INCUMBENT WORKER TRAINING PROGRAM DESCRIPTION (Jay Cook, Ridge)
The Incumbent Worker Training Program (IWTP) is designed to benefit business and industry by assisting in the skill development of existing employees and thereby increasing employee productivity and growth of the company. These improvements are
expected to result in the creation of new jobs, the retention of jobs that otherwise may have been eliminated, and an increase in wages for trained workers. To be eligible, a company must have been operating in Louisiana for at least three years and contributing to the Unemployment Insurance System, Employers must be current on all state UI tax obligations. An employer requesting basic information about IWTP may be referred to LAVOS. If the employer desires more specific information, he should be advised to contact the local IWTP program specialist.
VETERANS SERVICES PROGRAM DESCRIPTION
All veterans receive priority services with regard to placement and training services for which they otherwise qualify. Under equal conditions, veterans must be referred to jobs or training services ahead of non-veterans. Under Title 38 Chapter 2, a veteran is defined as a person who: • Served on active duty for a period of more than 180 days and was discharged or
released under conditions other than dishonorable. • Was discharged or released from active duty because of a service-connected disability. • Was discharged as a member of a reserve component under an order to active duty and served on active duty during a period of war or in a campaign or expedition for which a campaign badge is authorized and was discharged or release from such duty with other than a dishonorable discharge.
Other persons eligible for priority service include:
• The spouse of a person who died of a service connected disability.
• The spouse of any member of the Armed Forces serving on active duty who, at the time of application for assistance has been listed for a total of more than 90days as:
* missing in action
* captured in the line of duty by a hostile force
* forcibly detained or interned in line of duty by a foreign government or power
* The spouse of any person who has a total disability, permanent in nature resulting from a service connected disability or the spouse of a veteran who died while a disability so evaluated was in existence
DISABILITY NAVIGATOR PROGRAM DESCRIPTION (Bill Shaver)
This initiative, a joint venture with USDOL and the Social Security Administration, helps to inform beneficiaries and other people with disabilities about the work support programs now available at DOL funded Business and Career Solution Centers. The
initiative is developing new partnerships to achieve seamless, comprehensive and integrated access to services. Disability Navigators will guide Business and Career Solution Center staff in helping people with disabilities access and navigate the various
programs that impact their ability to gain/retain employment.
STEP PROGRAM DESCRIPTION
Provide job readiness activities to cash assistance recipients to enable their transitions from cash assistance to self-reliance. It is further the intent that cash assistance participants demonstrate and exercise active and diligent (effort????? What????), personal responsibilities in achieving self-reliance through employment and increased workplace literacy. The Louisiana Department of Labor is collaborating with the Department of Social Services to achieve the goal of job readiness designed to enable participants in their transition from cash assistance to self sufficiency by providing intense job readiness activities which will help participants to obtain and retain employment. Participants will be referred to the local Business and Career Solution Center for services that include but
not limited to: • Job Referrals • Job Development • Job Counseling
EMPLOYER BASED TRAINING PROGRAM DESCRIPTION
Employer Based Training Programs helps employers train new employees who are unskilled in a particular occupation. All training is accomplished after the employee is on the job. A percent of wages are reimbursed to the employer. The length of training
depends on the job; the normal allowed time will range from 5 to 25 weeks, depending on job complexity. Employer Based Training jobs are paid at the prevailing wage rate.
FEDERAL BONDING PROGRAM DESCRIPTION
Any at risk job applicant is eligible for bonding services, including: ex-offenders, recovering substance abusers, (alcohol or drugs), welfare recipients and other persons having poor financial credit, economically disadvantaged youth and adults who lack a
work history, individuals dishonorably discharged from the military and others who cannot secure employment without bonding. The bonding helps to protect employers against employee dishonesty. Bonding covers any type of stealing, thefts, forgery,
larceny, and embezzlement. Business and Career Solutions can become eligible to deliver bonding services under the Federal Bonding Program all certification forms must be submitted to LDOL. The bond insurance issued ranges from $5000 to $25,000
coverage for a six month period with no deductible.
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Service Sets Redesign 0707
EMPLOYMENT EXPRESS: Finding employment in the shortest time possible. Has work history
Interested in finding similar job, with similar pay. Identify Skills. Match skills with current job openings
CAREER ADVANCEMENT: Has work history. Having trouble in career advancement. Identify Skills. Build new skills and knowledge. Determine Career Options. Training options
CAREER DEVELOPMENT: No, little or poor work history. Identify Skills. Build new skills and knowledge. Determine Career Options. Develop job getting, keeping, coping and advancement skills and knowledge. Training options.
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Our goal is to proactively provide you with workforce development services that build in you the knowledge and skills necessary to enter, re-enter or advance in the labor market based upon business needs.
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Services Provided:
1. ___ Employment Express (Fast Track to Employment. Need a job now.)
2. ___ Career Advancement (Moving Up the Ladder or Career Change)
3. ___ Career Development (Just Starting to Develop Work Knowledge and Skills)
4. ___ LA Virtual One Stop Instruction (How to Fully Utilize Our Website)
5. ___ Online Job Search and Application Assistance
6. ___ Copy and Paste or Upload Resumes to apply for work
7. ___ Resume Writing Assistance
8. ___ Cover Letter Writing Assistance
9. ___ Use of Multiple Resumes at www.laworks.net (Our Website)
10. ___ Skills Assessment
11. ___ Using Online Virtual Recruiter on our website
12. ___ Work Values Assessment
13. ___ Keyboard Skills Training
14. ___ Interview Skills Instruction
15. ___ Job Search Strategies Instruction
16. ___ Job Market Exploration
17. ___ Career Exploration
18. ___ Career Counseling
19. ___ Detailed Information on Employers
20. ___ Job Search Literature
21. ___ Financial Aid for Job Training (WIA)
22. ___ Veterans Services
23. ___ Free Faxing (Employment Related)
24. ___ Free Copies (Employment Related)
25. ___ Free Long-Distance Phone Calls (Employment Related)
26. ___ Internet Navigation Coaching
27. ___ Free E-mail Account Assistance (Creating a free account and operating it.)
28. ___ Customized Job Search Instruction for former inmates
29. ___ Computer Skills Training (BPSB)
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· Resumes are not required as a part of unemployment insurance.
· Only the registration and enrollment are required. UI doesn't disqualify someone because they don't have a resume.
· We want members to input resumes so that we and employers can search for them and refer them to jobs.
· Because of the cohort service packages, resumes may be the last thing a person does.
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Skills Development Services and Assistance

We can help you with:

1. ___ Navigating our web site www.laworks.net (LAVOS).
2. ___ Improving your keyboarding and internet navigation skills.
3. ___ Navigating employers’ web sites
4. ___ Navigating other job banks
5. ___ Creating and learning to operate free e-mail accounts.
6. ___ Applying to employers online.
7. ___ Uploading or pasting resumes onto employers’ websites.
8. ___ Assessing your work values and matching them with the right type of work. (Match Your Interests and Work Values)
9. ___ Assessing you job skills and matching them with the right type of work. (Match Your Skills and Your Job Skills)
10. ___ Determining your workplace preferences and matching them with the right type of work.
11. ___ Making free job-related long distance phone calls.
12. ___ Researching employers
13. ___ Job Search counseling and coaching
14. ___ Improving job search skills
15. ___ Learning to tap into the “Hidden Job Market”
16. ___ Improving interviewing skills
17. ___ Determining, packaging and marketing your skills to employers
18. ___ Creating your job search plan
19. ___ Deciding on a career
20. ___ Advancing in your career
21. ___ Keeping the job you currently have
22. ___ Creating resumes
23. ___ Scanning and putting your resumes and cover letters on our web site.
24. ___ Using various online tools in creating resumes and cover letters.
a. http://online.onetcenter.org
25. ___ Copying and Pasting resumes on to our web site from email or other job bank.
26. ___ Creating Multiple targeted resumes on our website.
27. ___ Creating and providing you with resume and cover letter hard copies.
28. ___ Making corrections and improvements to existing resumes.
29. ___ Making updates to existing resumes.
30. ___ Creating Job Alerts from our web site to your email
31. ___ Making free copies of resumes and cover letters.
32. ___ Changing careers
33. ___ Assessing current job market trends based on available job orders in the system. (Job Market Trends)
34. ___ Researching jobs at the “Occupational Outlook Handbook” by the U.S. Department of Labor.
35. ___ Answering commonly asked questions about the local labor market. (Labor Market Facts)
36. ___ Locating a summary of the labor market in a selected area. (Area Profile)
37. ___ Accessing labor market information on industries in a selected area. (Industry Profile)
38. ___ Accessing labor market information on occupations in a selected area including wages. (Occupational Profile)
39. ___ Learning what career or type or job best suits you as well as areas for which you might want to receive more training and education. (Career Explorer)
40. ___ Locating information on specific training providers and schools, including the programs they offer and their web sites. (Training Providers and Schools)
41. ___ Locating a training or educational program that is related to your occupation or field of interest. (Training and Education Programs)
42. ___ Determining if you may be eligible for a particular benefit or benefits. (Eligibility Requirements)
43. ___ Exploring information about the various community services and benefit programs that are currently available to you. (Programs and Services)
44. ___ Learning of Veteran’s Programs. (Veteran’s Services)
45. ___ Learning of Youth and Senior Services
46. _____________________________________________________________________________
47. _____________________________________________________________________________
48. _____________________________________________________________________________
49. _____________________________________________________________________________
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From Daniel Spears email
Our Skills Development area is only for Members.
A Wagner Peyser registration is not a membership.
While putting in some activity codes for skills development, I noticed a that a few didn't have a WIA enrollment Application.
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