| Enter Narrative |
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<p>The following data regarding Idaho’s performance versus actual attainment of minimum service levels was provided by the Department of Labor’s <em>IdahoWorks</em> MIS system and the Department’s electronic outreach log records.</p>
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<p>The following data regarding Idaho’s performance versus actual attainment of minimum service levels was provided by the department of Labor’s <em>IdahoWorks</em> MIS system and the department’s electronic outreach log records.</p>
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<p>&nbsp;</p>
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<p>Prior to the full implementation of WIOA, the state struggled to achieve<em> Attained </em>status for all three of the MSFW Compliance Indicators. Since then, the state has seen improvement with few measures lacking. However, this may be attributed to several issues, mostly due to the reporting requirements under WIOA. Many of these measures are based on wage-related data. The lag time in reporting wages, which relies on automated reporting from employers, can cause a delay. In addition, because of WIOA’s requirements, an individual that is considered active in any of the partner programs, despite obtaining employment, is not considered as exited from a program and therefore not immediately counted in the measures. As a result of both of these reporting issues, some placements may not be counted if one continues their active status in a program such as Wagner-Peyser (Labor Exchange).</p>
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<p>Prior to PY2016, the state struggled to achieve<em> Attained </em>status for all three of the MSFW Compliance Indicators. Since then, however, the state has seen marked improvement as over the last three program years, only 2017 shows one measure lacking. This can be attributed to several issues. Because of the reporting requirements under WIOA, many of these measures are based on wage-related data. With the delay in reporting wages, which relies on automated reporting from employers rather than W-P staff follow-up and data-entry of placements, much of this information is not reported in a timely fashion. In addition, because of WIOA’s requirements, an individual that is considered active in any of the partner programs, despite obtaining employment, is not considered as exited from a program and therefore not added to a count. As a result, some placements may not be counted if one continues their active status in a program such as Wagner-Peyser (Labor Exchange).</p>
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<p>With regards to the MSFW Equity Indicators, IDOL notes that a comparison of these over the years shows that the state is consistently meeting the majority of these numbers. Unfortunately, the overall number of applications has decreased which subsequently affects the indicators. The pandemic played a significant role in the establishment of these annual universes, as noted with the decrease in the number of non-MSFWs during each PY.</p>
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<p>With regards to the MSFW Equity Indicators, IDOL notes that a comparison of these over the years shows that the state is consistently meeting the majority of this numbers. The overall number of applications has decreased overall which affects the subsequent indicators. Again, this is due to the change in who WIOA considers a participant or a reportable individual for the programs under the Act. Primarily, career guidance and job development contacts were found lacking over the last several years. </p>
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| 9 |
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<p>The Idaho Department of Labor also notes that the Compliance Indicators goals were established by USDOL in the 1970’s, and strongly recommends a review of these fixed outcomes. Updating the static measures to something more equitable and reasonable would be more in line with the philosophy behind WIOA to consider current, up-to-date data which reflects economic and labor conditions, as well as the technology applies more relevance to these measures relevant.</p>
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<p>The Idaho Department of Labor also notes that the Compliance Indicators goals were established by USDOL in the 1970’s, and strongly recommends a review of these fixed outcomes. Updating the static measures to something more equitable and reasonable would be more in line with the philosophy behind WIOA to consider current, up-to-date data which reflects economic and labor conditions, as well as the technology applies more relevance to these measures relevant.</p>
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<p><em><u>Corrective Action</u> - Wagner-Peyser management and outreach staff will assess data collection options to increase documentation of placements on job orders listed with AJCs. Connections with agricultural employers will increase as outreach staff continue to connect with the Department’s employer service efforts implemented under WIOA. One-Stop partners have also been encouraged to refer MSFWs to the AJCs to assist them in fully accessing the state’s labor exchange system. </em><em>Future staff presentations will include an emphasis to ensure that MSFWs receive a full complement of services when present in an AJC or mobile office location.</em></p>
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9 |
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<p><em><u>Corrective Action</u> - Wagner-Peyser management and outreach staff will assess data collection options to increase documentation of placements on job orders listed with AJCs. Connections with agricultural employers will increase as outreach staff continue to connect with the department’s employer service efforts implemented under WIOA. One-Stop partners have also been encouraged to refer MSFWs to the AJCs to assist them in fully accessing the state’s labor exchange system. </em><em>Future staff presentations will include an emphasis to ensure that MSFWs receive a full complement of services when present in an AJC or mobile office location, including referrals to WIOA Title I-B as necessary.</em></p>
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<table>
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11 |
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<table>
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| 14 |
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<thead>
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12 |
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<thead>
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| 15 |
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<tr>
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| 16 |
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<th>PY 2015** MSFW Equity Indicators</th>
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| 17 |
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<th># of MSFWs</th>
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| 18 |
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<th>% of MSFWs</th>
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| 19 |
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<th># of Non-MSFWs</th>
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| 20 |
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<th>% of Non-MSFWs</th>
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| 21 |
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<th>Equity</th>
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| 22 |
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</tr>
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| 23 |
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</thead>
|
13 |
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</thead>
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| 24 |
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<tbody>
|
14 |
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<tbody>
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15 |
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<tr>
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|
16 |
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<td><strong>PY 2017 MSFW Equity Indicators</strong></td>
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|
17 |
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<td><strong># of MSFWs</strong></td>
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|
18 |
+ |
<td><strong>% of MSFWs</strong></td>
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19 |
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<td><strong># of Non-MSFWs</strong></td>
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20 |
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<td><strong>% of Non-MSFWs</strong></td>
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21 |
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<td><strong><u>Equity</u></strong></td>
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22 |
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</tr>
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| 25 |
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<tr>
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23 |
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<tr>
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| 26 |
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<td>Total Applications</td>
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24 |
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<td>Total Applications</td>
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| 27 |
- |
<td>888</td>
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25 |
+ |
<td>89</td>
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| 28 |
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<td>100%</td>
|
26 |
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<td>100%</td>
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| 29 |
- |
<td>120781</td>
|
27 |
+ |
<td>13,555</td>
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| 30 |
- |
<td>100</td>
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28 |
+ |
<td>100%</td>
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| 31 |
- |
<td><strong>Yes</strong></td>
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29 |
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<td>&nbsp;</td>
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| 32 |
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</tr>
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30 |
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</tr>
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| 33 |
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<tr>
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31 |
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<tr>
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| 34 |
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<td>Referred to Employment</td>
|
32 |
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<td>Referred to Employment</td>
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| 35 |
- |
<td>61</td>
|
33 |
+ |
<td>36</td>
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| 36 |
- |
<td>6.87%</td>
|
34 |
+ |
<td>40.45%</td>
|
| 37 |
- |
<td>4449</td>
|
35 |
+ |
<td>3,272</td>
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| 38 |
- |
<td>3.68%</td>
|
36 |
+ |
<td>24.14%</td>
|
| 39 |
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<td><strong>Yes</strong></td>
|
37 |
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<td><strong>Yes</strong></td>
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| 40 |
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</tr>
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38 |
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</tr>
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| 41 |
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<tr>
|
39 |
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<tr>
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| 42 |
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<td>Received Staff Assisted Services</td>
|
40 |
|
<td>Received Staff Assisted Services</td>
|
| 43 |
- |
<td>79</td>
|
41 |
+ |
<td>87</td>
|
| 44 |
- |
<td>8.90%</td>
|
42 |
+ |
<td>97.75%</td>
|
| 45 |
- |
<td>8979</td>
|
43 |
+ |
<td>12,563</td>
|
| 46 |
- |
<td>7.43%</td>
|
44 |
+ |
<td>92.68%</td>
|
| 47 |
|
<td><strong>Yes</strong></td>
|
45 |
|
<td><strong>Yes</strong></td>
|
| 48 |
|
</tr>
|
46 |
|
</tr>
|
| 49 |
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<tr>
|
47 |
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<tr>
|
| 50 |
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<td>Referred to Support Service</td>
|
48 |
|
<td>Referred to Support Service</td>
|
| 51 |
- |
<td>8</td>
|
49 |
+ |
<td>0</td>
|
| 52 |
- |
<td>0.90%</td>
|
50 |
+ |
<td>0.00%</td>
|
| 53 |
- |
<td>716</td>
|
51 |
+ |
<td>0</td>
|
| 54 |
- |
<td>0.59%</td>
|
52 |
+ |
<td>0.00%</td>
|
| 55 |
|
<td><strong>Yes</strong></td>
|
53 |
|
<td><strong>Yes</strong></td>
|
| 56 |
|
</tr>
|
54 |
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</tr>
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| 57 |
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<tr>
|
55 |
|
<tr>
|
| 58 |
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<td>Career Guidance</td>
|
56 |
|
<td>Career Guidance</td>
|
| 59 |
- |
<td>5</td>
|
57 |
+ |
<td>18</td>
|
| 60 |
- |
<td>0.56</td>
|
58 |
+ |
<td>20.22%</td>
|
| 61 |
- |
<td>1030</td>
|
59 |
+ |
<td>3,501</td>
|
| 62 |
- |
<td>0.85%</td>
|
60 |
+ |
<td>25.83%</td>
|
| 63 |
|
<td><strong>No</strong></td>
|
61 |
|
<td><strong>No</strong></td>
|
| 64 |
|
</tr>
|
62 |
|
</tr>
|
| 65 |
|
<tr>
|
63 |
|
<tr>
|
| 66 |
|
<td>Job Development Contact</td>
|
64 |
|
<td>Job Development Contact</td>
|
| 67 |
- |
<td>0</td>
|
65 |
+ |
<td>49</td>
|
| 68 |
- |
<td>0</td>
|
66 |
+ |
<td>55.06%</td>
|
| 69 |
- |
<td>5</td>
|
67 |
+ |
<td>7,898</td>
|
| 70 |
- |
<td>0</td>
|
68 |
+ |
<td>58.27%</td>
|
| 71 |
|
<td><strong>No</strong></td>
|
69 |
|
<td><strong>No</strong></td>
|
| 72 |
|
</tr>
|
70 |
|
</tr>
|
| 73 |
|
<tr>
|
71 |
|
<tr>
|
| 74 |
|
<td>Placed in Job</td>
|
72 |
|
<td>Placed in Job</td>
|
| 75 |
- |
<td>5</td>
|
73 |
+ |
<td>84</td>
|
| 76 |
- |
<td>0.56%</td>
|
74 |
+ |
<td>94.38%</td>
|
| 77 |
- |
<td>781</td>
|
75 |
+ |
<td>11,569</td>
|
| 78 |
- |
<td>0.65%</td>
|
76 |
+ |
<td>85.35%</td>
|
| 79 |
- |
<td><strong>No</strong></td>
|
77 |
+ |
<td><strong>Yes</strong></td>
|
| 80 |
|
</tr>
|
78 |
|
</tr>
|
| 81 |
|
<tr>
|
79 |
|
<tr>
|
| 82 |
|
<td>Placed $.50 above min Wage</td>
|
80 |
|
<td>Placed $.50 above min Wage</td>
|
| 83 |
- |
<td>5</td>
|
81 |
+ |
<td>0</td>
|
| 84 |
- |
<td>0.56%</td>
|
82 |
+ |
<td>0.00%</td>
|
| 85 |
- |
<td>656</td>
|
83 |
+ |
<td>2</td>
|
| 86 |
- |
<td>0.54%</td>
|
84 |
+ |
<td>0.01%</td>
|
| 87 |
|
<td><strong>No</strong></td>
|
85 |
|
<td><strong>No</strong></td>
|
| 88 |
|
</tr>
|
86 |
|
</tr>
|
| 89 |
|
<tr>
|
87 |
|
<tr>
|
| 90 |
|
<td>Placed in Long Term non-ag Job</td>
|
88 |
|
<td>Placed in Long Term non-ag Job</td>
|
| 91 |
- |
<td>2</td>
|
89 |
+ |
<td>84</td>
|
| 92 |
- |
<td>0.23%</td>
|
90 |
+ |
<td>94.38%</td>
|
| 93 |
- |
<td>558</td>
|
91 |
+ |
<td>11,569</td>
|
| 94 |
- |
<td>0.46%</td>
|
92 |
+ |
<td>85.35%</td>
|
| 95 |
- |
<td><strong>No</strong></td>
|
93 |
+ |
<td><strong>Yes</strong></td>
|
| 96 |
|
</tr>
|
94 |
|
</tr>
|
| 97 |
- |
</tbody>
|
|
|
|
| 98 |
- |
</table>
|
|
|
|
| 99 |
- |
|
|
|
|
| 100 |
- |
<p><sup><em>**PY2015 denotes the last year that WIA measures were used. Subsequent years’ performance has improved significantly under WIOA as measures focus on participants receiving staff services.</em></sup></p>
|
|
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| 101 |
- |
|
|
|
|
| 102 |
- |
<table>
|
|
|
|
| 103 |
- |
<thead>
|
|
|
|
| 104 |
|
<tr>
|
95 |
|
<tr>
|
| 105 |
- |
<th>PY 2016 MSFW Equity Indicators</th>
|
96 |
+ |
<td> </td>
|
| 106 |
- |
<th># of MSFWs</th>
|
97 |
+ |
<td> </td>
|
| 107 |
- |
<th>% of MSFWs</th>
|
98 |
+ |
<td> </td>
|
| 108 |
- |
<th># of Non-MSFWs</th>
|
99 |
+ |
<td> </td>
|
| 109 |
- |
<th>% of Non-MSFWs</th>
|
100 |
+ |
<td> </td>
|
| 110 |
- |
<th>Equity</th>
|
101 |
+ |
<td> </td>
|
|
|
|
102 |
+ |
</tr>
|
|
|
|
103 |
+ |
<tr>
|
|
|
|
104 |
+ |
<td><strong>PY 2018 MSFW Equity Indicators</strong></td>
|
|
|
|
105 |
+ |
<td><strong># of MSFWs</strong></td>
|
|
|
|
106 |
+ |
<td><strong>% of MSFWs</strong></td>
|
|
|
|
107 |
+ |
<td><strong># of Non-MSFWs</strong></td>
|
|
|
|
108 |
+ |
<td><strong>% of Non-MSFWs</strong></td>
|
|
|
|
109 |
+ |
<td><strong><u>Equity</u></strong></td>
|
| 111 |
|
</tr>
|
110 |
|
</tr>
|
| 112 |
- |
</thead>
|
|
|
|
| 113 |
- |
<tbody>
|
|
|
|
| 114 |
|
<tr>
|
111 |
|
<tr>
|
| 115 |
|
<td>Total Applications</td>
|
112 |
|
<td>Total Applications</td>
|
| 116 |
- |
<td>76</td>
|
113 |
+ |
<td>240</td>
|
| 117 |
|
<td>100%</td>
|
114 |
|
<td>100%</td>
|
| 118 |
- |
<td>12127</td>
|
115 |
+ |
<td>16,308</td>
|
| 119 |
|
<td>100%</td>
|
116 |
|
<td>100%</td>
|
| 120 |
|
<td> </td>
|
117 |
|
<td> </td>
|
| 121 |
|
<tr>
|
118 |
|
<tr>
|
| 122 |
|
<td>Referred to Employment</td>
|
119 |
|
<td>Referred to Employment</td>
|
| 123 |
- |
<td>46</td>
|
120 |
+ |
<td>67</td>
|
| 124 |
- |
<td>60.53%</td>
|
121 |
+ |
<td>27.92%</td>
|
| 125 |
- |
<td>3710</td>
|
122 |
+ |
<td>2,607</td>
|
| 126 |
- |
<td>30.59%</td>
|
123 |
+ |
<td>15.99%</td>
|
| 127 |
|
<td><strong>Yes</strong></td>
|
124 |
|
<td><strong>Yes</strong></td>
|
| 128 |
|
</tr>
|
125 |
|
</tr>
|
| 129 |
|
<tr>
|
126 |
|
<tr>
|
| 130 |
|
<td>Received Staff Assisted Services</td>
|
127 |
|
<td>Received Staff Assisted Services</td>
|
| 131 |
- |
<td>71</td>
|
128 |
+ |
<td>228</td>
|
| 132 |
- |
<td>93.42%</td>
|
129 |
+ |
<td>95.00%</td>
|
| 133 |
- |
<td>10301</td>
|
130 |
+ |
<td>15,399</td>
|
| 134 |
- |
<td>84.94%</td>
|
131 |
+ |
<td>94.43%</td>
|
| 135 |
|
<td><strong>Yes</strong></td>
|
132 |
|
<td><strong>Yes</strong></td>
|
| 136 |
|
</tr>
|
133 |
|
</tr>
|
| 137 |
|
<tr>
|
134 |
|
<tr>
|
| 138 |
|
<td>Career Guidance</td>
|
135 |
|
<td>Career Guidance</td>
|
| 139 |
- |
<td>14</td>
|
136 |
+ |
<td>41</td>
|
| 140 |
- |
<td>18.42%</td>
|
137 |
+ |
<td>17.08%</td>
|
| 141 |
- |
<td>2266</td>
|
138 |
+ |
<td>3,139</td>
|
| 142 |
- |
<td>18.69%</td>
|
139 |
+ |
<td>19.25%</td>
|
| 143 |
|
<td><strong>No</strong></td>
|
140 |
|
<td><strong>No</strong></td>
|
| 144 |
|
</tr>
|
141 |
|
</tr>
|
| 145 |
|
<tr>
|
142 |
|
<tr>
|
| 146 |
|
<td>Job Development Contact</td>
|
143 |
|
<td>Job Development Contact</td>
|
| 147 |
- |
<td>24</td>
|
144 |
+ |
<td>136</td>
|
| 148 |
- |
<td>31.58%</td>
|
145 |
+ |
<td>56.67%</td>
|
| 149 |
- |
<td>5119</td>
|
146 |
+ |
<td>9,461</td>
|
| 150 |
- |
<td>42.21%</td>
|
147 |
+ |
<td>58.01%</td>
|
| 151 |
|
<td><strong>No</strong></td>
|
148 |
|
<td><strong>No</strong></td>
|
| 152 |
|
</tr>
|
149 |
|
</tr>
|
| 153 |
|
<tr>
|
150 |
|
<tr>
|
| 154 |
|
<td>Placed in Job</td>
|
151 |
|
<td>Placed in Job</td>
|
| 155 |
- |
<td>63</td>
|
152 |
+ |
<td>144</td>
|
| 156 |
- |
<td>82.89%</td>
|
153 |
+ |
<td>60.00%</td>
|
| 157 |
- |
<td>9844</td>
|
154 |
+ |
<td>9,019</td>
|
| 158 |
- |
<td>81.17%</td>
|
155 |
+ |
<td>55.30%</td>
|
| 159 |
|
<td><strong>Yes</strong></td>
|
156 |
|
<td><strong>Yes</strong></td>
|
| 160 |
|
</tr>
|
157 |
|
</tr>
|
| 161 |
|
<tr>
|
158 |
|
<tr>
|
| 162 |
|
<td>Placed $.50 above min Wage</td>
|
159 |
|
<td>Placed $.50 above min Wage</td>
|
| 163 |
- |
<td>9</td>
|
160 |
+ |
<td>0</td>
|
| 164 |
- |
<td>11.84%</td>
|
161 |
+ |
<td>0.00%</td>
|
| 165 |
- |
<td>788</td>
|
162 |
+ |
<td>0</td>
|
| 166 |
- |
<td>6.50%</td>
|
163 |
+ |
<td>0.00%</td>
|
| 167 |
|
<td><strong>Yes</strong></td>
|
164 |
|
<td><strong>Yes</strong></td>
|
| 168 |
|
</tr>
|
165 |
|
</tr>
|
| 169 |
|
<tr>
|
166 |
|
<tr>
|
| 170 |
|
<td>Placed in Long Term non-ag Job</td>
|
167 |
|
<td>Placed in Long Term non-ag Job</td>
|
| 171 |
- |
<td>63</td>
|
168 |
+ |
<td>144</td>
|
| 172 |
- |
<td>82.89%</td>
|
169 |
+ |
<td>60.00%</td>
|
| 173 |
- |
<td>9844</td>
|
170 |
+ |
<td>9,019</td>
|
| 174 |
- |
<td>81.17%</td>
|
171 |
+ |
<td>55.30%</td>
|
| 175 |
|
<td><strong>Yes</strong></td>
|
172 |
|
<td><strong>Yes</strong></td>
|
| 176 |
|
</tr>
|
173 |
|
</tr>
|
|
|
|
174 |
+ |
</tbody>
|
|
|
|
175 |
+ |
</table>
|
|
|
|
176 |
+ |
|
|
|
|
177 |
+ |
<table>
|
|
|
|
178 |
+ |
<thead>
|
| 177 |
|
<tr>
|
179 |
|
<tr>
|
| 178 |
- |
<td> </td>
|
180 |
+ |
<th>PY 2019 MSFW Equity Indicators</th>
|
| 179 |
- |
<td> </td>
|
181 |
+ |
<th># of MSFWs</th>
|
| 180 |
- |
<td> </td>
|
182 |
+ |
<th>% of MSFWs</th>
|
| 181 |
- |
<td> </td>
|
183 |
+ |
<th># of Non-MSFWs</th>
|
| 182 |
- |
<td> </td>
|
184 |
+ |
<th>% of Non-MSFWs</th>
|
| 183 |
- |
<td> </td>
|
185 |
+ |
<th>Equity</th>
|
| 184 |
- |
</tr>
|
|
|
|
| 185 |
- |
<tr>
|
|
|
|
| 186 |
- |
<td><strong>PY 2017 MSFW Equity Indicators</strong></td>
|
|
|
|
| 187 |
- |
<td><strong># of MSFWs</strong></td>
|
|
|
|
| 188 |
- |
<td><strong>% of MSFWs</strong></td>
|
|
|
|
| 189 |
- |
<td><strong># of Non-MSFWs</strong></td>
|
|
|
|
| 190 |
- |
<td><strong>% of Non-MSFWs</strong></td>
|
|
|
|
| 191 |
- |
<td><strong><u>Equity</u></strong></td>
|
|
|
|
| 192 |
|
</tr>
|
186 |
|
</tr>
|
|
|
|
187 |
+ |
</thead>
|
|
|
|
188 |
+ |
<tbody>
|
| 193 |
|
<tr>
|
189 |
|
<tr>
|
| 194 |
|
<td>Total Applications</td>
|
190 |
|
<td>Total Applications</td>
|
| 195 |
- |
<td>89</td>
|
191 |
+ |
<td>219</td>
|
| 196 |
|
<td>100%</td>
|
192 |
|
<td>100%</td>
|
| 197 |
- |
<td>13555</td>
|
193 |
+ |
<td>17,006</td>
|
| 198 |
|
<td>100%</td>
|
194 |
|
<td>100%</td>
|
| 199 |
- |
<td>&nbsp;</td>
|
195 |
+ |
<td><strong>Yes</strong></td>
|
| 200 |
|
</tr>
|
196 |
|
</tr>
|
| 201 |
|
<tr>
|
197 |
|
<tr>
|
| 202 |
|
<td>Referred to Employment</td>
|
198 |
|
<td>Referred to Employment</td>
|
| 203 |
- |
<td>36</td>
|
199 |
+ |
<td>49</td>
|
| 204 |
- |
<td>40.45%</td>
|
200 |
+ |
<td>22.37%</td>
|
| 205 |
- |
<td>3272</td>
|
201 |
+ |
<td>1,918</td>
|
| 206 |
- |
<td>24.14%</td>
|
202 |
+ |
<td>11.28%</td>
|
| 207 |
|
<td><strong>Yes</strong></td>
|
203 |
|
<td><strong>Yes</strong></td>
|
| 208 |
|
</tr>
|
204 |
|
</tr>
|
| 209 |
|
<tr>
|
205 |
|
<tr>
|
| 210 |
|
<td>Received Staff Assisted Services</td>
|
206 |
|
<td>Received Staff Assisted Services</td>
|
| 211 |
- |
<td>87</td>
|
207 |
+ |
<td>215</td>
|
| 212 |
- |
<td>97.75%</td>
|
208 |
+ |
<td>98.17%</td>
|
| 213 |
- |
<td>12563</td>
|
209 |
+ |
<td>9,916</td>
|
| 214 |
- |
<td>92.68%</td>
|
210 |
+ |
<td>58.31%</td>
|
| 215 |
|
<td><strong>Yes</strong></td>
|
211 |
|
<td><strong>Yes</strong></td>
|
| 216 |
|
</tr>
|
212 |
|
</tr>
|
| 217 |
|
<tr>
|
213 |
|
<tr>
|
| 218 |
|
<td>Career Guidance</td>
|
214 |
|
<td>Career Guidance</td>
|
| 219 |
- |
<td>18</td>
|
215 |
+ |
<td>33</td>
|
| 220 |
- |
<td>20.22%</td>
|
216 |
+ |
<td>15.07%</td>
|
| 221 |
- |
<td>3501</td>
|
217 |
+ |
<td>2,371</td>
|
| 222 |
- |
<td>25.83%</td>
|
218 |
+ |
<td>13.94%</td>
|
| 223 |
- |
<td><strong>No</strong></td>
|
219 |
+ |
<td><strong>Yes</strong></td>
|
| 224 |
|
</tr>
|
220 |
|
</tr>
|
| 225 |
|
<tr>
|
221 |
|
<tr>
|
| 226 |
|
<td>Job Development Contact</td>
|
222 |
|
<td>Job Development Contact</td>
|
| 227 |
- |
<td>49</td>
|
223 |
+ |
<td>146</td>
|
| 228 |
- |
<td>55.06%</td>
|
224 |
+ |
<td>66.67%</td>
|
| 229 |
- |
<td>7898</td>
|
225 |
+ |
<td>10,210</td>
|
| 230 |
- |
<td>58.27%</td>
|
226 |
+ |
<td>60.04%</td>
|
| 231 |
- |
<td><strong>No</strong></td>
|
227 |
+ |
<td><strong>Yes</strong></td>
|
| 232 |
|
</tr>
|
228 |
|
</tr>
|
| 233 |
|
<tr>
|
229 |
|
<tr>
|
| 234 |
|
<tr>
|
230 |
|
<tr>
|
| 235 |
|
<td>Placed in Job</td>
|
231 |
|
<td>Placed in Job</td>
|
| 236 |
- |
<td>84</td>
|
232 |
+ |
<td>150</td>
|
| 237 |
- |
<td>94.38%</td>
|
233 |
+ |
<td>75.76%</td>
|
| 238 |
- |
<td>11569</td>
|
234 |
+ |
<td>9,049</td>
|
| 239 |
- |
<td>85.35%</td>
|
235 |
+ |
<td>69.50%</td>
|
| 240 |
|
<td><strong>Yes</strong></td>
|
236 |
|
<td><strong>Yes</strong></td>
|
| 241 |
|
</tr>
|
237 |
|
</tr>
|
| 242 |
|
<tr>
|
238 |
|
<tr>
|
| 243 |
|
<td>Placed $.50 above min Wage</td>
|
239 |
|
<td>Placed $.50 above min Wage</td>
|
| 244 |
- |
<td>0</td>
|
240 |
+ |
<td>NA</td>
|
| 245 |
- |
<td>0.00%</td>
|
241 |
+ |
<td>NA</td>
|
| 246 |
- |
<td>2</td>
|
242 |
+ |
<td>NA</td>
|
| 247 |
- |
<td>0.01%</td>
|
243 |
+ |
<td>NA</td>
|
| 248 |
- |
<td><strong>No</strong></td>
|
244 |
+ |
<td><strong>NA</strong></td>
|
| 249 |
|
</tr>
|
245 |
|
</tr>
|
| 250 |
|
<tr>
|
246 |
|
<tr>
|
| 251 |
|
<td>Placed in Long Term non-ag Job</td>
|
247 |
|
<td>Placed in Long Term non-ag Job</td>
|
| 252 |
- |
<td>84</td>
|
248 |
+ |
<td>98</td>
|
| 253 |
- |
<td>94.38%</td>
|
249 |
+ |
<td>86.73%</td>
|
| 254 |
- |
<td>11569</td>
|
250 |
+ |
<td>6,947</td>
|
| 255 |
- |
<td>85.35%</td>
|
251 |
+ |
<td>88.54%</td>
|
| 256 |
- |
<td><strong>Yes</strong></td>
|
252 |
+ |
<td><strong>No</strong></td>
|
| 257 |
|
</tr>
|
253 |
|
</tr>
|
|
|
|
254 |
+ |
</tbody>
|
|
|
|
255 |
+ |
</table>
|
|
|
|
256 |
+ |
|
|
|
|
257 |
+ |
<table>
|
|
|
|
258 |
+ |
<thead>
|
| 258 |
|
<tr>
|
259 |
|
<tr>
|
| 259 |
- |
<td> </td>
|
260 |
+ |
<th>PY 2020 MSFW Equity Indicators</th>
|
| 260 |
- |
<td> </td>
|
261 |
+ |
<th># of MSFWs</th>
|
| 261 |
- |
<td> </td>
|
262 |
+ |
<th>% of MSFWs</th>
|
| 262 |
- |
<td> </td>
|
263 |
+ |
<th># of Non-MSFWs</th>
|
| 263 |
- |
<td> </td>
|
264 |
+ |
<th>% of Non-MSFWs</th>
|
| 264 |
- |
<td> </td>
|
265 |
+ |
<th>Equity</th>
|
| 265 |
- |
</tr>
|
|
|
|
| 266 |
- |
<tr>
|
|
|
|
| 267 |
- |
<td><strong>PY 2018 MSFW Equity Indicators</strong></td>
|
|
|
|
| 268 |
- |
<td><strong># of MSFWs</strong></td>
|
|
|
|
| 269 |
- |
<td><strong>% of MSFWs</strong></td>
|
|
|
|
| 270 |
- |
<td><strong># of Non-MSFWs</strong></td>
|
|
|
|
| 271 |
- |
<td><strong>% of Non-MSFWs</strong></td>
|
|
|
|
| 272 |
- |
<td><strong><u>Equity</u></strong></td>
|
|
|
|
| 273 |
|
</tr>
|
266 |
|
</tr>
|
|
|
|
267 |
+ |
</thead>
|
|
|
|
268 |
+ |
<tbody>
|
| 274 |
|
<tr>
|
269 |
|
<tr>
|
| 275 |
|
<td>Total Applications</td>
|
270 |
|
<td>Total Applications</td>
|
| 276 |
- |
<td>240</td>
|
271 |
+ |
<td>109</td>
|
| 277 |
|
<td>100%</td>
|
272 |
|
<td>100%</td>
|
| 278 |
- |
<td>16308</td>
|
273 |
+ |
<td>13,173</td>
|
| 279 |
|
<td>100%</td>
|
274 |
|
<td>100%</td>
|
| 280 |
- |
<td>&nbsp;</td>
|
275 |
+ |
<td><strong>Yes</strong></td>
|
| 281 |
|
</tr>
|
276 |
|
</tr>
|
| 282 |
|
<tr>
|
277 |
|
<tr>
|
| 283 |
|
<td>Referred to Employment</td>
|
278 |
|
<td>Referred to Employment</td>
|
| 284 |
- |
<td>67</td>
|
279 |
+ |
<td>9</td>
|
| 285 |
- |
<td>27.92%</td>
|
280 |
+ |
<td>8.26%</td>
|
| 286 |
- |
<td>2607</td>
|
281 |
+ |
<td>759</td>
|
| 287 |
- |
<td>15.99%</td>
|
282 |
+ |
<td>5.76%</td>
|
| 288 |
|
<td><strong>Yes</strong></td>
|
283 |
|
<td><strong>Yes</strong></td>
|
| 289 |
|
</tr>
|
284 |
|
</tr>
|
| 290 |
|
<tr>
|
285 |
|
<tr>
|
| 291 |
|
<td>Received Staff Assisted Services</td>
|
286 |
|
<td>Received Staff Assisted Services</td>
|
| 292 |
- |
<td>228</td>
|
287 |
+ |
<td>109</td>
|
| 293 |
- |
<td>95.00%</td>
|
288 |
+ |
<td>100%</td>
|
| 294 |
- |
<td>15399</td>
|
289 |
+ |
<td>13,116</td>
|
| 295 |
- |
<td>94.43%</td>
|
290 |
+ |
<td>99.57%</td>
|
| 296 |
|
<td><strong>Yes</strong></td>
|
291 |
|
<td><strong>Yes</strong></td>
|
| 297 |
|
</tr>
|
292 |
|
</tr>
|
| 298 |
|
<tr>
|
293 |
|
<tr>
|
| 299 |
|
<td>Career Guidance</td>
|
294 |
|
<td>Career Guidance</td>
|
| 300 |
- |
<td>41</td>
|
295 |
+ |
<td>12</td>
|
| 301 |
- |
<td>17.08%</td>
|
296 |
+ |
<td>11.01%</td>
|
| 302 |
- |
<td>3139</td>
|
297 |
+ |
<td>1,247</td>
|
| 303 |
- |
<td>19.25%</td>
|
298 |
+ |
<td>9.47%</td>
|
| 304 |
- |
<td><strong>No</strong></td>
|
299 |
+ |
<td><strong>Yes</strong></td>
|
| 305 |
|
</tr>
|
300 |
|
</tr>
|
| 306 |
|
<tr>
|
301 |
|
<tr>
|
| 307 |
|
<td>Job Development Contact</td>
|
302 |
|
<td>Job Development Contact</td>
|
| 308 |
- |
<td>136</td>
|
303 |
+ |
<td>68</td>
|
| 309 |
- |
<td>56.67%</td>
|
304 |
+ |
<td>62.39%</td>
|
| 310 |
- |
<td>9461</td>
|
305 |
+ |
<td>7,733</td>
|
| 311 |
- |
<td>58.01%</td>
|
306 |
+ |
<td>58.70%</td>
|
| 312 |
- |
<td><strong>No</strong></td>
|
307 |
+ |
<td><strong>Yes</strong></td>
|
| 313 |
|
</tr>
|
308 |
|
</tr>
|
| 314 |
|
<tr>
|
309 |
|
<tr>
|
| 315 |
|
<tr>
|
310 |
|
<tr>
|
| 316 |
|
<td>Placed in Job</td>
|
311 |
|
<td>Placed in Job</td>
|
| 317 |
- |
<td>144</td>
|
312 |
+ |
<td>130</td>
|
| 318 |
- |
<td>60.00%</td>
|
313 |
+ |
<td>71.04%</td>
|
| 319 |
- |
<td>9019</td>
|
314 |
+ |
<td>9,066</td>
|
| 320 |
- |
<td>55.30%</td>
|
315 |
+ |
<td>64.28</td>
|
| 321 |
|
<td><strong>Yes</strong></td>
|
316 |
|
<td><strong>Yes</strong></td>
|
| 322 |
|
</tr>
|
317 |
|
</tr>
|
| 323 |
|
<tr>
|
318 |
|
<tr>
|
| 324 |
|
<td>Placed $.50 above min Wage</td>
|
319 |
|
<td>Placed $.50 above min Wage</td>
|
| 325 |
- |
<td>0</td>
|
320 |
+ |
<td>NA</td>
|
| 326 |
- |
<td>0.00%</td>
|
321 |
+ |
<td>NA</td>
|
| 327 |
- |
<td>0</td>
|
322 |
+ |
<td>NA</td>
|
| 328 |
- |
<td>0.00%</td>
|
323 |
+ |
<td>NA</td>
|
| 329 |
- |
<td><strong>Yes</strong></td>
|
324 |
+ |
<td><strong>NA</strong></td>
|
| 330 |
|
</tr>
|
325 |
|
</tr>
|
| 331 |
|
<tr>
|
326 |
|
<tr>
|
| 332 |
|
<td>Placed in Long Term non-ag Job</td>
|
327 |
|
<td>Placed in Long Term non-ag Job</td>
|
| 333 |
- |
<td>144</td>
|
328 |
+ |
<td>107</td>
|
| 334 |
- |
<td>60.00%</td>
|
329 |
+ |
<td>85.60%</td>
|
| 335 |
- |
<td>9019</td>
|
330 |
+ |
<td>8,321</td>
|
| 336 |
- |
<td>55.30%</td>
|
331 |
+ |
<td>86.77%</td>
|
| 337 |
- |
<td><strong>Yes</strong></td>
|
332 |
+ |
<td><strong>No</strong></td>
|
| 338 |
|
</tr>
|
333 |
|
</tr>
|
| 339 |
|
</tbody>
|
334 |
|
</tbody>
|
| 340 |
|
</table>
|
335 |
|
</table>
|
| 341 |
- |
|
|
|
|
| 342 |
- |
<p> </p>
|
|
|
|
| 343 |
|
|
336 |
|
|
