back to basics - measuring what matters

8/14/2019 Back to Basics - Measuring What Matters

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Back to Basics:Back to Basics:

A Presentation for theNovember 2005 TWC

Conference

Measuring what MattersMeasuring what Matters


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Overview

! Why do we have measures?

! What makes a good measure?! Whats good about TWC

measures?"Are there ways to make TWC

measures better?

This session :


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Why do we have PerformanceWhy do we have Performance

Measures?Measures?


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Why Do We Have Them?

! What gets measured gets done- Tom Peters

! If you want it, measure it. If youcant measure it, forget it

- Peter Drucker

! You cant tell if youre winning orlosing if you cant keep score

- Harry Hatry


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More Reasons for Measures

! If you dont measure results youcant tell success from failure

!

If you cant see success, youcant reward it

! If you cant see failure, you cantcorrect it

- Osborne and Gaebler, ReinventingGovernment


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And Then Theres

! Because it allows us to

demonstrate our value! Because its good public policy

! Because the law requires it


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What Makes a Good Measure?What Makes a Good Measure?


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Whats a Good Measure?

!

Understandable" Stakeholders must be able understand

whats being measured

! Meaningful" Stakeholders must agree that whats

being measured is important

! Aligned with Vision & Mission" Drive Behavior in a Desirable Direction" Reward actions of value to system

" Dont create Perverse Incentives


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Texas Workforce SystemVision:

! Texans will view local workforcedevelopment boards, the TexasWorkforce Commission and their partners

as a quality supplier of workforcesolutions

Mission:! To promote and support a workforcesystem that offers employers, individuals

and communities the opportunity toachieve and sustain economic prosperity


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Texas Workforce SystemSystem Emphasizes:

! Local Control

! Employer-Driven! Personal Responsibility

! Excellence! Innovation

! Integration


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Strategies for Success

!

Identify Employers workforceneeds

!

Identify Individuals skills,abilities, & employment goals

!

Match needs of Employers withappropriately skilled Individuals


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Strategies for Success! Where Community doesnt have an

adequate supply of Individuals withskills Employers need, help closethat gap

! Where community has a surplus ofIndividuals with given skills, work toattract Employers to expand to thearea

! Where Individuals have barriers to

Employment, work to reduce thosebarriers


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Whats Good About TWCWhats Good About TWC

Measures?Measures?

How Can WeHow Can WeMake ThemMake Them

Better?Better?


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Reemployment of Claimants

! Understandable?

" Percent of UI Claimants Reemployed in theQuarter after receipt of 1st UI Benefit

- Measure uses True Wage Records Only

! Meaningful to Stakeholders?

" Helps Employers find new workers

" Helps Claimants (Individuals) return to work" Helps Communities prosper

" Reduces costs to Employers in UI taxes


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! Aligned with Vision & Mission?"Performance improved by:

- Identifying Employers needs

- Identifying Claimants skills andabilities

- Matching needs of Employers with

appropriate Claimants- Helping Claimants with their job

search, resumes, interview skills


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Reemployment of Claimant in 10 Weeks

! Understandable?" Percent of Registered Claimants Reemployed

within 10 Weeks based on- Hired in WIT Job Opening

- WIT Job Development- Enhanced Services Customers who obtain/enter

employment

! Meaningful to Stakeholders?" Helps Employers find new workers

" Helps Claimants (Individuals) return to work

" Helps Communities prosper

" Reduces costs to Employers in UI taxes


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! Aligned with Vision & Mission?

" Performance improved by:

- Outreaching more Employers

- Identifying Employers needs- Identifying Claimants skills and abilities


appropriate Claimants- Helping Claimants with their job search,

resumes, interview skills


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Job Openings Filled

!

Understandable?" Percent of Job Openings in WIT Filled

- Approved Employers or Staff-CreatedOrders

! Meaningful to Stakeholders?" Helps Employers find new workers"

Helps Individuals return to work orobtain better jobs" Helps Communities prosper

"

Can reduce costs to Employers in UItaxes (if Claimants fill jobs)


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Job Openings Filled

! Aligned with Vision & Mission?"Performance improved by:


- Identifying Individuals skills andabilities


appropriate Individuals- Helping Individuals with their job

search, resumes, interview skills


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Market Share

!

Understandable?" Percent of LWDA Employer Locations

receiving Qualifying Services

- Job Postings, Specialized Testing, Employer SiteRecruitment, Customized Training,Subsidized/Unpaid Employer Agreements, RapidResponse, Customized LMI, other Services for Fee

! Meaningful to Stakeholders?" Helps meet Employers needs

" Can offer Individuals more job options



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Market Share

! Aligned with Vision & Mission?" Performance improved by:

- Outreaching Both Old and New Employers- Even those who DONT return to use system

- Identifying Employers needs" Help Drive to an Employer-Driven

System-

Hard to be Employer-Driven with fewEngaged Employers- More Engaged Employers =

- More Jobs Options for Individuals

- More Information to help guide use of resources


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Sustainability

! Understandable?" Percent of Employers Served who are Repeat

Customers- Repeat Customers are those who have previously

received Qualifying Services in WIT (with at least 30days between services)

- Qualifying Services are the same as Market Share- Measure based on Key Account/Tax ID rather than

location

! Meaningful to Stakeholders?" Measure of Satisfaction of Employers" Helps meet Employers needs

" Can offer Individuals more job options" Helps Communities prosper


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Sustainability! Aligned with Vision & Mission?

" Performance improved by:- Outreaching Employers- Identifying Employers needs- Referring Qualified, Prepared Individuals

- Matching needs of Employers with appropriate Individuals- Helping Individuals with their job search, resumes, interview

skills

" Continuously Engaged Employers Needed foran Employer-Driven System

- Hard to be Employer-Driven with few EngagedEmployers

- More Engaged Employers =- More Job options for Individuals- More information to help guide use of resources


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Entered Employment

! Understandable?" Of those Exiters Unemployed at Date of

Participation, Percent Employed by End of 1st

Quarter After Exit

- Unemployed at DOP includes Individuals notifiedthey will be laid off

- Exiters are those who go 90 days without receivinga qualifying service

! Meaningful to Stakeholders?" Helps Individuals return to work

" Helps Employers find new workers



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Entered Employment


- Identifying Employers needs- Identifying Individuals skills and abilities

- Matching needs of Employers withappropriate Individuals- Helping Individuals with their job search,

resumes, interview skills- Enhancing Individuals Skills/Education to

meet needs of Employers- Seeking out new Employers whose needs

align with skills/abilities of those in theLabor Market


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Employment Retention

! Understandable?" Of those Exiters Employed in the 1st Quarter

After Exit, Percent Employed in 2nd & 3rd

Quarters After Exit- Exiters are those who go 90 days without receiving

a qualifying service- Employment Not required to be with same Employer

! Meaningful to Stakeholders?"

Helps Individuals return to work or find betteremployment" Helps Communities prosper" Helps Employers meet labor needs to degree

that Individuals remain employed with sameemployer


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Employment Retention








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Earnings Change

! Understandable?

" Average Change in Earnings from 2nd

&3rd

QuartersPrior to Participation to 2nd&3rd Quarters After Exit ofthose Exiters employed in 1st Quarter After Exit

- Exiters are those who go 90 days without receiving aqualifying service

- Only Uses True Wage Records- Excludes Exiters whose only Evidence of Employment in

1st or 3rd Quarters after Exit is Based on SupplementalRecords of Employment

!

Meaningful to Stakeholders?" Represents degree to which system can helpIndividuals improve/restore their earnings

" Helps Communities prosper" Helps Employers meet labor needs to degree that

Individuals remain employed with same employer


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Earnings Change








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Educational Achievement

! Understandable?" Of those Exiters in Education/Training

Designed to result in RecognizedDegree/Credential, Percent that achieve it byEnd of 3rd Quarter After Exit

- Recognized Degree/Credential means recognizedby Employers

- No Generic Work-Readiness

- Exiters are those who go 90 days without receiving

a qualifying service! Meaningful to Stakeholders?

" Helps Individuals Improve Skills/Qualifications" Can help meet Employers labor needs" Can help Communities prosper


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Educational Achievement

! Aligned with Vision & Mission?

"Performance improved by:


- Identifying Individuals skills andabilities

- Supporting Education/Training thatmeets Employers needs where thereis undersupply

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