board of directors meeting...

BOARD OF DIRECTORS MEETING AGENDA

Date: Wednesday, August 30, 2017 Time: 8:00 A.M. Place: CareerSource Research Coast

584 NW University Blvd., Suite 100 Port St. Lucie, Florida 34986 (866) 482-4473 x. 428 https://www3.gotomeeting.com/join/440456062 Dial 1 877 309 2070 Access Code: 440-456-062

1. Welcome & Call to Order

2. Pledge of Allegiance

3. Roll Call & Attendance 2

4. Declarations of Conflict of Interest 3 - 5

5. Chair’s Report – Bob Cenk, Chair 6

6. President’s Report – Brian Bauer, Chief Executive Officer 7 - 10 ** 7. Consent Agenda:

A. Minutes of Board of Directors Meeting – June 28, 2017 i. Draft Budget – PY 2017-2018ii. Local Workforce Development Board Contracting – Conflict of Interest Exemptions

a. Indian River State Collegeb. Martin Health Systemsc. Advanced Machine & Toold. Ironworkers Local Union 402e. Treasure Coast Builder’s Association

iii. Slate of Officers for PY 2017-18B. Minutes of Programs & Services Committee – August 2, 2017

i. Review and Approve the On-the-Job Training (OJT) Policy Revisionii. Review and Approve the Employer Worker Training (EWT) Policy Revision

C. Minutes of Executive Committee Meeting – August 11, 2017 i. June Financialsii. Review and Approve the On-the-Job Training (OJT) Policy Revisioniii. Review and Approve the Employed Worker Training (EWT) Policy Revisioniv. Review and Approve Final Budget for PY 17/18v. Other Business

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8. PY 2016 - 17 Highlights & Accomplishments 51

9. Guest Speaker/Summer of Success Program Participant – Gabriella Lizarazu 52

10. Open to the Board 53

11. Open to the Public 55

12. Adjournment – Next Meeting is November 29, 2017

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ATTENDANCE ROSTERJULY 1, 2017 - JUNE 30, 2018

# BOARD MEMBER 08/30 11/29 01/31 03/28 05/30 06/27 Total1 Werner Bols2 Pamela Burchell3 Helene Caseltine4 Bob Cenk5 Suzanne Desposati6 Carrol Frischkorn7 Laurie Gaylord / Ginger Featherstone8 Pam Houghten9 Peter Kemp10 Dr. Edwin Massey/ Donna Rivett11 Sean Mitchell12 Terrance Moore13 Debbie Perez14 Kurt Riley15 Vickie Rodriquez16 Waldo Tames17 Wayne Teegardin18 Pete Tesch19 Commissioner Cathy Townsend20 Maddie Williams21 OPEN

# EXECUTIVE COMMITTEE 7/14 8/11 9/15 10/13 11/3 12/15 1/12 2/16 3/16 4/13 5/11 6/15 Total 1 Werner Bols2 Pamela Burchell - Vice Chair3 Bob Cenk - Chair4 Pam Houghten 5 Sean Mitchell - Treasurer6 Waldo Tames

# YOUTH COUNCIL 8/1 10/3 12/5 2/6 4/3 6/5 Total 1 Bob McPartlan

2 Chris Martinez - Margie Dotson

3Dr. Edwin Massey - Donna Rivett/Lila White

4 Dr. Mark Rendell - Christi Shields

5 Freddie Woolfork

7 Kurt Riley - Chair

8Laurie Gaylord - Elia Parsons/Lana Barros

9 Maddie Williams

10 Madeleine Greenwood

11 Monica Jacobsen

12 Pam Houghten

13 Shaniek Maynard

14 Terrance Moore

15 Vicki Rodriquez

16Wayne Gent - Michael Carbenia/Aliesha Seitz

17 William Armstead18 Wydeea Wilson

# PROGRAMS & SERVICES 8/2 10/4 12/6 2/7 4/4 6/6 Total 1 Pamela Burchell

2 Suzanne Desposati

3 Edwin Massey/Donna Rivett

4 Pam Houghten

5 Debbie Perez

6 Wayne Teegardin - Chair

7 Pete Tesch

E = Excused T = Teleconference U = Unexcused X = Attended

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AGENDA ITEM #4

AGENDA ITEM SUMMARY TITLE: Declarations of Conflict of Interest POLICY/PLAN/LAW: Public Law 105-220 ACTION: Information Only BACKGROUND: In the event that a conflict of interest arises due to business or

employment interests of associates or close family members, a Regional Workforce Development Board member would be required to reveal that conflict, to refrain from voting on the issue and to file a memorandum of voting conflict (Commission Form 8B).

SUPPORTING MATERIALS: Conflict of Interest Statement Form 8B – Memorandum of Voting Conflict

CONTACT: Brian Bauer, President/CEO [email protected] 866-482-4473 ext. 418

CONFLICT OF INTEREST

Public Law 105-220 CONFLICT OF INTEREST. A member of a workforce board may not

(1) vote on a matter under consideration by the Board --- (A) regarding the provision of services by such member (or by an entity that such

member represents); or (B) that would provide direct financial benefit to such member or the immediate family

of such member; or (2) engage in any other activity determined by the Governor to constitute a conflict of interest

as specified in the State plan.

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FORM 8B MEMORANDUM OF VOTING CONFLICT FOR COUNTY, MUNICIPAL, AND OTHER LOCAL PUBLIC OFFICERS LAST NAME—FIRST NAME—MIDDLE NAME NAME OF BOARD, COUNCIL, COMMISSION, AUTHORITY, OR COMMITTEE

MAILING ADDRESS THE BOARD, COUNCIL, COMMISSION, AUTHORITY OR COMMITTEE ON WHICH I SERVE IS A UNIT OF:

� CITY � COUNTY � OTHER LOCAL AGENCY CITY COUNTY

NAME OF POLITICAL SUBDIVISION:

DATE ON WHICH VOTE OCCURRED MY POSITION IS: � ELECTIVE � APPOINTIVE

WHO MUST FILE FORM 8B

This form is for use by any person serving at the county, city, or other local level of government on an appointed or elected board, council, commission, authority, or committee. It applies equally to members of advisory and non-advisory bodies who are presented with a voting conflict of interest under Section 112.3143, Florida Statutes. Your responsibilities under the law when faced with voting on a measure in which you have a conflict of interest will vary greatly depending on whether you hold an elective or appointive position. For this reason, please pay close attention to the instructions on this form before completing the reverse side and filing the form.

INSTRUCTIONS FOR COMPLIANCE WITH SECTION 112.3143, FLORIDA STATUTES

A person holding elective or appointive county, municipal, or other local public office MUST ABSTAIN from voting on a measure which inures to his or her special private gain or loss. Each elected or appointed local officer also is prohibited from knowingly voting on a mea – sure which inures to the special gain or loss of a principal (other than a government agency) by whom he or she is retained (including the parent organization or subsidiary of a corporate principal by which he or she is retained); to the special private gain or loss of a relative; or to the special private gain or loss of a business associate. Commissioners of community redevelopment agencies under Sec. 163.356 or 163.357, F.S., and officers of independent special tax districts elected on a one-acre, one-vote basis are not prohibited from voting in that capacity. For purposes of this law, a “relative” includes only the officer’s father, mother, son, daughter, husband, wife, brother, sister, father-in-law, mother-in-law, son-in-law, and daughter-in-law. A “business associate” means any person or entity engaged in or carrying on a business enterprise with the officer as a partner, joint venture, co-owner of property, or corporate shareholder (where the shares of the corporation are not listed on any national or regional stock exchange). * * * * * * * * * * * * * * * * ELECTED OFFICERS: In addition to abstaining from voting in the situations described above, you must disclose the conflict: PRIOR TO THE VOTE BEING TAKEN by publicly stating to the assembly the nature of your interest in the measure on which you are abstaining from voting; and WITHIN 15 DAYS AFTER THE VOTE OCCURS by completing and filing this form with the person responsible for recording the minutes of the meeting, who should incorporate the form in the minutes. * * * * * * * * * * * * * * * * APPOINTED OFFICERS: Although you must abstain from voting in the situations described above, you otherwise may participate in these matters. However, you must disclose the nature of the conflict before making any attempt to influence the decision, whether orally or in writing and whether made by you or at your direction. IF YOU INTEND TO MAKE ANY ATTEMPT TO INFLUENCE THE DECISION PRIOR TO THE MEETING AT WHICH THE VOTE WILL BE TAKEN: • You must complete and file this form (before making any attempt to influence the decision) with the person responsible for recording the minutes of the meeting, who will incorporate the form in the minutes. (Continued on other side)

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APPOINTED OFFICERS (continued)

• A copy of the form must be provided immediately to the other members of the agency.

• The form must be read publicly at the next meeting after the form is filed.IF YOU MAKE NO ATTEMPT TO INFLUENCE THE DECISION EXCEPT BY DISCUSSION AT THE MEETING:

• You must disclose orally the nature of your conflict in the measure before participating.

• You must complete the form and file it within 15 days after the vote occurs with the person responsible for recording the minutes ofthe meeting, who must incorporate the form in the minutes. A copy of the form must be provided immediately to the other members of the agency, and the form must be read publicly at the next meeting after the form is filed.

DISCLOSURE OF LOCAL OFFICER’S INTEREST

I, _________________________________________, hereby disclose that on ____________________________________, 20 _____:

A measure came or will come before my agency which (check one)

___ inured to my special private gain or loss;

___ inured to the special gain or loss of my business associate, ________________________________________________________;

___ inured to the special gain or loss of my relative, _________________________________________________________________;

___ inured to the special gain or loss of_________________________________________________________________________, by whom I am retained; or

___ inured to the special gain or loss of ______________________________________________________________________, which is the parent organization or subsidiary of a principal which has retained me.

(b) The measure before my agency and the nature of my conflicting interest in the measure is as follows:

___________________________________________________ _______________________________________________ Date Filed Signature

NOTICE: UNDER PROVISIONS OF FLORIDA STATUTES §112.317, A FAILURE TO MAKE ANY REQUIRED DISCLOSURE CONSTITUTES GROUNDS FOR AND MAY BE PUNISHED BY ONE OR MORE OF THE FOLLOWING: IMPEACHMENT, REMOVAL OR SUSPENSION FROM OFFICE OR EMPLOYMENT, DEMOTION, REDUCTION IN SALARY, REPRIMAND, OR A CIVIL PENALTY NOT TO EXCEED $10,000.

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AGENDA ITEM #5

AGENDA ITEM SUMMARY TITLE: Chair’s Report STRATEGIC GOALS: Operational Intelligence POLICY/PLAN/LAW: Board ACTION: Information Only BACKGROUND: Chair Bob Cenk will share information at the meeting with the Board.

SUPPORTING MATERIALS: None


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AGENDA ITEM #6

AGENDA ITEM SUMMARY TITLE: President’s Report STRATEGIC GOALS: Operational Intelligence POLICY/PLAN/LAW: Board ACTION: Information Only BACKGROUND: Each meeting, the President/CEO shares information with the Board on

events and issues important for Board members to know. Information is provided on: 1. Board News 2. Organizational Initiatives/Changes 3. Regional Workforce/Economic News 4. Legislative Issues 5. Partner News

SUPPORTING MATERIALS: President’s Report


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President’s Report – August 2017

Board News x The Children’s Service Council of St. Lucie County kicked off Slide Into Reading on June 22nd at First Data

Field. Through the efforts of multiple community partners, over 2,000 books were put into the hands of local children. The campaign includes various components and several that focus on early literacy learning to ensure that students are showing up for kindergarten ready to learn. Engage, Mentor or Donate.

x The Indian River Chamber will celebrate the achievements of local businesses at their 2017 Industry Appreciation Awards Luncheon, scheduled for Sept. 21 at the IRSC Richardson Center. The event is sold out.

x The Indian River Chamber’s Economic Development Office recently hosted Dr. Mark Zandi, Chief Economist with Moody’s Analytics. Dr. Zandi offered a positive outlook on the U.S. and Florida economies, at least for the next several years, noting key identifiers that could signal the next recession.

x The Sebastian Airport hosted a ribbon-cutting to welcome Cruiser Aircraft Inc., which produces the Czech Sport Aircraft. The company’s headquarters and main production facility are in the Moravian Aviation Valley, Czech Republic.

x The BDBMC is pleased to announce the completion of their 4th Business Accelerator Program graduating 12 small business owners/entrepreneurs and awarding $7,500 to three of the participants to help expand their business.

x The St. Lucie EDC provided an update on Business Retention, Expansion and Attraction: � Tattoo Yachts: 49 new jobs - $1.5M capital investment; Builders FirstSource: 50 new jobs - $3.5M

capital investment; Maverick Boat Group: 100 new jobs - $6M capital investment; Pursuit: 50+ new jobs - Expansion 14k sf facility on existing site - $2M capital investment; Radical Cosmetics: 50 new jobs - $2.5M capital investment; Natures Ground: 100+ jobs (new and existing). Existing facility. $1M+ capital investment; ABC Medical: 35 new jobs - Corporate headquarters relocation from PA and CA; Precast Concrete: 100+ new jobs: new facility 75 acres; Whiticar Boatworks: secured IWT Grant for employee training - 50% grant for $18k training expenses

x On August 15th the St. Lucie EDC hosted the 2017 Leaders on the Links kick-off event and announced new scholarship program to help fund workforce training opportunities. Twenty-five percent of the proceeds will be donated to the Peter W. Busch Family Foundation to help fund scholarships for local students, reducing the costs of training and certification programs needed for careers in manufacturing, health care and skilled trades in the construction industry. The St. Lucie EDC, the Peter W. Busch Family Foundation and the Education Foundation of St. Lucie County have joined together to raise $100,000 over three years to fund 36 scholarships for St. Lucie County students and residents to obtain certificates in these three sectors. For information on how to participate, please contact Candy Marlow at [email protected] or (772) 336-6252.

x Dignitaries from across the region helped the Treasure Coast Manufacturers Association (TCMA) mark its first anniversary at the organization’s annual meeting on August 2nd, at the Pelican Yacht Club in Fort Pierce. U.S. Rep. Brian Mast, the keynote speaker, was joined by commission chairs from St. Lucie, Indian River and Martin counties; three mayors; multiple commissioners; multiple council members from throughout the region and more than 100 guests representing the manufacturing and distribution industries. TCMA, officially formed in June 2016, has grown its membership to over 40 in the first year.

x On August 18th the first Healthcare Roundtable, a sub-committee of the Workforce Readiness Taskforce, met at Treasure Health to identify ways to communicate with local youth and college students to encourage career paths in healthcare. The group of 20 regional healthcare educators from high school Career & Technical Education programs to college and university levels, healthcare providers, St. Lucie EDC and CareerSource Research Coast discussed hosting events for students and their families as well as creating a career path chart to market local healthcare roles in hospitals and healthcare facilities on the Treasure Coast. The group is also forming a speaker’s bureau to address soft skills, interviewing, phone etiquette, and resume writing so students are more prepared for the workplace. “Our mission is to provide

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on open forum for educators and employees to connect and fill local healthcare employment needs within the community,” said Leslie Haviland, Director of Student Services at Keiser University, who facilitated the group’s first meeting.

Organizational Initiatives/Changes x Best Places to Work for Indian River County and Martin County were both held in June. Attendance for

both events was higher than last year and eight winners were announced in their respective counties. x Commissioner Chris Dzavodsky was the keynote speaker at the 2017 Summer of Success YESS

Graduation (June 22nd). Of the 130 participants, 128 successfully completed the program and were able to graduate.

x The Silver Line Plastics and CSRC hosted a two-day (June 23rd and 24th) hiring event. The event was attended by about 400 career seekers. Cindy Styron, Office Manager, was happy that things went well above expectations and Silver Line Plastics last reported hiring eleven applicants.

x In an effort to keep job opportunities for local residents, CSRC co-hosted a job fair with the City of Port St. Lucie for the Crosstown Parkway Extension Project on June 29th. The event was attended by over 100 career seekers with 8 employers on hand.

x On July 10th, Brian Bauer, Marcelo Dossantos and Victor Melendez attended FPL’s Solar Journey for the ceremonial installation of the first solar panel at Blue Cypress Solar Energy Center in Indian River County. This is one of eight sites throughout Florida and one of two sights for the Treasure Coast area.

x AREAS expressed their gratitude to the entire Indian River CSRC Team for their exceptionable efforts coordinating the recruitment event on July 11th. The communication, scheduling applicants, creating the event flyer and hosting the event was by far one of the most successful events for them. And they look forward to working with CSRC for their PSL location.

x CSRC as well as other members of the community welcomed Keiser University at their ribbon cutting ceremony on July 19th.

x Brian Bauer and Tracey McMorris attended DEO and CareerSource Florida’s orientation to introduce new staff to key CareerSource Florida and DEO partners, provide an overview of CareerSource Florida and DEO, as well as other information on Florida’s workforce system, including performance and reporting, financial management, monitoring and other workforce initiatives.

x On August 8th, Victor Melendez, Local Veterans Employment Representative, attended the 2017 Florida Chamber Foundation’s Military, Defense & Veterans Opportunities Summit that gathered leaders from Florida’s military and defense industry, economic development experts, policymakers and the business community to examine the challenges facing Florida throughout the next 15-plus years and identify solutions.

Unemployment Information for July 2017 The unemployment rate in the CareerSource Research Coast area (Indian River, Martin, and St. Lucie counties) was 5.1 percent in July 2017. This rate was 1.0 percentage point lower than the region's year ago rate of 6.1 percent. The labor force was 272,499, up 5,742 (+2.2) over the year. There were 13,831 unemployed residents in the area. Unemployment rates in the counties that make up the CareerSource Research Coast local workforce area were:

x Martin – 4.4% x St. Lucie – 5.2% x Indian River – 5.6%

The CareerSource Research Coast area contains two metropolitan statistical area (MSAs): the Port St. Lucie MSA (Martin and St. Lucie counties) and the Sebastian‐Vero Beach MSA (Indian River County). In July 2017, nonagricultural employment in the combined CareerSource Research Coast metro areas was 193,300, an increase of 4,800 jobs (+2.5 percent) over the previous year. In the combined CareerSource Research Coast metro areas,

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the major industries that gained jobs over the year were: education and health services (+2,000 jobs); trade, transportation, and utilities (+1,300 jobs); manufacturing (+900 jobs); leisure and hospitality (+800 jobs); mining, logging, and construction (+600 jobs); and other services (+600 jobs). The professional and business services (‐800 jobs); government (‐400 jobs); and information (‐200 jobs) industries lost jobs over the year. The financial activities industry was unchanged over the year. Port St. Lucie metro areas

• The majority of the nonagricultural employment in the CareerSource Research Coast area was in the Port St. Lucie metro area. This metro area accounted for 142,600 jobs in July 2017, an increase of 3,300 jobs from July 2016 (+2.4 percent).

• The manufacturing (+14.3 percent); other services (+6.3 percent); education and health services (+5.5

percent); trade, transportation, and utilities (+4.0 percent); and leisure and hospitality (+3.9 percent) industries grew faster in the metro area than the statewide over the year.

• The industries gaining in jobs over the year were: education and health services (+1,400 jobs); trade,

transportation, and utilities (+1,200 jobs); manufacturing (+900 jobs); leisure and hospitality (+700 jobs); other services (+500 jobs); and mining, logging, and construction (+400 jobs). The professional and business services (‐1,200 jobs); government (‐500 jobs); and information (‐100 jobs) industries lost jobs over the year. The financial activities industry was unchanged over the year.

• The Port St. Lucie MSA had the fastest annual job growth rate compared to all the metro areas in the state

in manufacturing (+14.3 percent) in July 2017.

• The Port St. Lucie MSA had the third fastest annual job growth rate compared to all the metro areas in the state in trade, transportation, and utilities (+4.0 percent) in July 2017.

• The Port St. Lucie MSA had the third highest annual job growth compared to all the metro areas in the state

in manufacturing (+900 jobs) in July 2017.

Sebastian‐Vero Beach metro area

• In July 2017 nonagricultural employment in the Sebastian‐Vero Beach MSA was 50,700, an increase of 1,500 jobs (+3.0 percent) over the year.

• The Sebastian‐Vero Beach MSA had the second fastest annual job growth rate compared to all the metro areas in the state in professional and business services (+7.7 percent) in July 2017.

• The Sebastian‐Vero Beach MSA had the third fastest annual job growth rate compared to all the metro

areas in the state in education and health services (+6.0 percent) in July 2017.

• The professional and business services (+7.7 percent); education and health services (+6.0 percent); and government (+2.1 percent) industries grew faster in the metro area than statewide over the year.

• The industries gaining in jobs over the year were: education and health services (+600 jobs); professional

and business services (+400 jobs); mining, logging, and construction (+200 jobs); trade, transportation, and utilities (+100 jobs); leisure and hospitality (+100 jobs); other services (+100 jobs); and government (+100 jobs). The information (‐100 jobs) industry lost jobs over the year.

• The manufacturing and financial activities industries were unchanged over the year.

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AGENDA ITEM #7

AGENDA ITEM SUMMARY TITLE: Consent Agenda STRATEGIC PLAN: Operational Intelligence POLICY/PLAN/LAW: Board By-Laws ACTION: Approve Consent Agenda as presented.

BACKGROUND: Approve Consent Agenda Consent Agenda:

A. Minutes of Board of Directors Meeting – June 28, 2017 i. Draft Budget – PY 2017-2018 ii. Local Workforce Development Board Contracting – Conflict of Interest Exemptions

a. Indian River State College b. Martin Health Systems c. Advanced Machine & Tool d. Ironworkers Local Union 402 e. Treasure Coast Builder’s Association

iii. Slate of Officers for PY 2017-18 B. Minutes of Programs & Services Committee – August 2, 2017

i. Review and Approve the On-the-Job Training (OJT) Policy Revision ii. Review and Approve the Employer Worker Training (EWT) Policy Revision

C. Minutes of Executive Committee Meeting – August 11, 2017 i. June Financials ii. Review and Approve the On-the-Job Training (OJT) Policy Revision iii. Review and Approve the Employed Worker Training (EWT) Policy Revision iv. Review and Approve Final Budget for PY 17/18 v. Other Business

SUPPORTING MATERIALS: Board/Committee Minutes

Financial Reports BOARD STAFF: Brian Bauer, President/CEO [email protected] 866-482-4473 ext. 418

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AGENDA ITEM #7A FULL BOARD MEETING MINUTES – June 28, 2017

Page 1 of 3

Meeting Summary: 1. Welcome & Called to Order 2. Recited the Pledge of Allegiance 3. Roll Call & Attendance 4. Conflicts of Interest Declared 5. Reviewed and Approved Draft Budget PY 2017/2018 6. Reviewed and Approved LWDB Contracting – Conflict of Interest Exemptions 7. Reviewed and Approved Consent Agenda 8. Reviewed and Approved Slate of Officers for PY 2017/2018 9. Reviewed PY 2016/2017 Highlights 10. Recognized PY 2016/2017 Officers 11. Recognized PY 2016/2017 Committee Chairs 12. Recognized PY 2016/2017 Board Members 13. Open to the Board 14. Open to the Public Members Present: Werner Bols, Pamela Burchell, Helene Caseltine, Bob Cenk, Susan Desposati, Carrol Frischkorn, Michael Carbenia, Pam Houghten, Donna Rivett, Bob McPartlan, Sean Mitchell, Terrance Moore, Rachel Pamer, Kurt Riley, Patrick Shepherd, Wayne Teegardin Members Participating by Teleconference: Debbie Perez, Pete Tesch Members Absent (Excused): Peter Kemp, Vickie Rodriguez, Commissioner Cathey Townsend, Maddie Williams Members Absent (Unexcused): Waldo Tames Staff In Attendance: Brian Bauer, Glenda Harden, Jennifer DuBey, Martin Rivera, Lisa Delligatti, Susan Dubuc, Aura Edge, Regina Bass, Marcelo Dossantos, Jodi McNamara, Tracey McMorris, Karmen Hutchinson Public In Attendance: Kathie Schmidt, Sam Patterson Called To Order: Pamela Houghton, Chairman, called the meeting to order at 8:01 a.m. The Board recited the Pledge of Allegiance. A quorum was established. Agenda Item #4 – Conflicts of Interest: The following board members declared a conflict of interest for agenda item 6i – 6v: Donna Rivett, Debbie Perez, Kurt Riley, Sean Mitchell and Maddie Williams

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Page 2 of 3

Agenda Item #5 – Draft Budget PY 2017/2018: Brian Bauer, Chief Executive Officer, presented the draft budget for PY 2017/2018. The budget, if approved, will be taken to the Treasure Coast Workforce Consortium immediately following the board for final approval. After PY16-17 year-end closeout, Final Budget with any/all adjustments will be brought before the Board and sent to CSFL and DEO. A motion was made by Werner Bols and seconded by Donna Rivett to approve the budget as provided. The motion passed unanimously. Agenda Item #6 – LWDB Contracting – Conflict of Interest Exemptions: Brian Bauer discussed CareerSource Florida’s State & Local Workforce Development Board Contracting Conflict of Interest Policy. An analysis indicated that one-third of the LWDB’s had not submitted the proper paperwork when contracting with Board members. To increase transparency for board actions where a conflict of interest may exist between a board, its board members and/or board employees, CareerSource Florida, (CSFL) adopted procedures for approving contracts in which a conflict of interest may exist. This policy establishes criteria and procedures used to address potential conflicts of interest. In order to comply with procedures of this policy, Brian Bauer presented a “Board Member Related Transaction Contract Exemption Form. This form provided the Board with potential contracts with Board members during PY17-18 that are considered an exception under said policy, Section II c. All required paperwork will be submitted to both CSFL and DEO. Should any of the potential contracts exceed the limit listed during the PY, said contract will return to the board for additional approval. Helene Caseltine made a motion to approve potential contracts as stated above seconded by Wayne Teegardin. Motion passed unanimously with Donna Rivett, Debbie Perez, Kurt Riley, Sean Mitchell and Maddie Williams abstaining. Agenda Item #7 – Consent: Pamela Houghten, Chairman, asked if there was a need to discuss the consent agenda items. With no comments given, a motion by Donna Rivett and a second by Helene Caseltine to approve the consent agenda as provided. The motion passed unanimously. Agenda Item #8 – Installation of Officers for 2017-2018: Pam Houghten presented the Slate of Officers for PY 2017/2018. Michael Carbenia made a motion to approve the Slate of Officers as presented. Kurt Riley seconded the motion. Motion passed unanimously. Sean Mitchell provided the Board of Directors with an overview on the service of an Officer with the Workforce Development Board of the Treasure Coast, Inc. as he swore in Bob Cenk as Chair and Pamela Burchell as Vice Chair. Sean Mitchell will remain as Treasurer. Agenda Item #9 – 2016/2017 Program Year Highlights: Brian Bauer announced the highlights of the annual accomplishments will be tabled until the August Board of Directors meeting. Video presentations of CSRC testimonials and the Summer of Success were shown. Glenda Harden was pleased to announce that out of the one-hundred and thirty enrolled participants for the 2017 Summer of Success program, one-hundred and twenty-eight successfully completed the program and were able to graduate. Ms. Harden congratulated Jodi McNamara on a job well done. Pam Houghten extended a thank you to the Saint Lucie Board of County Commissioners for funding the second year of the Summer of Success program. Agenda Item #10 – Recognition of PY 2016/2017 Officers: Mr. Bauer recognized and thanked Pam Houghten for her leadership, commitment, passion, dedication and service as Chair for the last three years. Pam Houghten thanked staff for all of their hard work over her tenure.

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Page 3 of 3

Agenda Item #11 – Recognition of PY 2016/2017 Committee Chairs: Mr. Bauer thanked Wayne Teegardin, Chair for the Programs and Services Committee and Kathie Schmidt, Chair for the Youth Council and were recognized for their valuable service. Agenda Item #12 – Recognition of PY 2016/2017 Board Members: Mr. Bauer announced the resignation of Patrick Shepherd, board member who has served since 2001, and was recognized for his valuable service over the last sixteen years. Bob McPartlan and Rachel Pamer were also recognized for their contribution as board members. Their respective positions as Board Members have been eliminated as a part of the new WIOA requirements pertaining to Board Members. Agenda Item #13 – Open to the Board: Wayne Teegardin provided a handout and an overview on the return of investment for the St. Lucie County Veteran population and federal benefit distribution. Agenda Item #14 – Open to the Public: Bob Cenk thanked the members of the board for having competency to serve as Chair. Adjourned: 8:53 a.m. The next meeting scheduled for August 30, 2017.

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AGENDA ITEM #7Ai

AGENDA ITEM SUMMARY

TITLE: 2017/2018 Draft Budget

STRATEGIC GOAL: Optimal Use of Resources

POLICY/PLAN/LAW: Workforce Innovation & Opportunity Act: Role of Local Workforce Boards

ACTION REQUIRED: Approve Preliminary Budget for 2017-2018

BACKGROUND: Each year, the Board approves a budget for the upcoming program year. Staff received preliminary allocations for the WIOA, Wagner Peyser and Welfare Transition programs. The finance department, after meeting with executive management staff, drafted a projected budget based on this preliminary information.

Attached is a copy of the draft budget for review and approval. The budget goes before the Treasure Coast Workforce Consortium on Thursday, June 29, 2017 and will be submitted to CareerSource Florida after approval by the Consortium and the Board.

STAFF RECOMMENDATION: Approve the preliminary budget for the 2017/2018 program year

SUPPORTING MATERIALS: Draft Budget

BOARD STAFF: Brian Bauer, President/CEO [email protected] (866) 482-4473 x. 418

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LWD

B 20

BU

DG

ET P

Y 17-18

PY

16-17 Allocations

1,292,526$

1,215,071

$

1,193,473$

1,177,206

$

35,775$

218,987

$

790,237$

192,803

$

207,705$

144,256

$

166,741$

156,544

$

92,467$

200,000

$

7,083,791$

P

Y 16-17 S

upplemental

92,539$

373,559

$

-$

154,722

$

-$

-

$

-$

18,092

$

-$

484

$

639,396$

U

nrestricted Funds Earned this year

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

126,476$

126,476

$

Additional Funds

3,477$

4,073

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

277,947

$

285,497$

R

etained by DE

O for M

erit Salaries

-$

-

$

-$

-

$

-$

-

$

(465,791)$

(56,207)

$

(128,885)$

(96,218)

$

(747,101)$

Transfer

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

Carryforw

ard-

$

49,945$

62,422

$

-$

-

$

-$

96,668

$

-$

-

$

209,035$

TO

TAL-

$

1,388,542$

1,642,648

$

1,255,895$

1,331,928

$

35,775$

218,987

$

421,114$

154,688

$

78,820$

48,522

$

166,741$

156,544

$

92,467$

200,000

$

404,423$

-

$

7,597,095$

PY 17-18 Budget

IND

IREC

TAD

ULT

DW

YOU

THW

TPR

A (UC

)SN

APW

PTAA

DVO

PLVER

CB

SSW

IOA PI

WP PI

SOS Youth

OTH

ER N

on NFA

PY 17-18 Budget

PY 16-17 B

udgetVAR

IANC

E%

ExpendedPY 16-17 Allocations

1,239,840$

1,069,616

$

1,136,940$

1,080,731

$

25,128$

218,987

$

773,893$

106,342

$

207,705$

144,256

$

254,955$

156,544

$

45,598$

300,000

$

-$

6,760,535

$

7,083,791$

323,256

$

95.437%PY 16-17Supplem

ental 170,651

$

339,679$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

510,330$

639,396

$

129,066$

79.814%

Retained by D

EO for M

erit Salaries-

$

-$

-

$

-$

-

$

-$

(452,214)

$

(57,157)$

(134,135)

$

(98,218)$

-

$

-$

-

$

-$

-

$

(741,724)$

(747,101)

$

Unrestricted Funds Earned this year

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

87,137$

87,137

$

411,973$

324,836

$

21.151%

Carryforw

ard PY 18-19-

$

(151,122)$

-

$

-$

-

$

-$

(113,586)

$

-$

-

$

-$

-

$

-$

-

$

-$

(264,708)

$

-$

264,708

$

Carryforw

ard -

$

200,000$

-

$

-$

-

$

-$

75,000

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

275,000$

209,035

$

(65,965)$

131.557%

TOTAL

1,410,491$

1,458,173

$

1,136,940$

1,080,731

$

25,128$

218,987

$

283,093$

49,185

$

73,570$

46,038

$

254,955$

156,544

$

45,598$

300,000

$

87,137$

6,626,570

$

7,597,095$

970,525

$

87.225%

EXPEND

ITUR

ESPY 17-18 B

udgetPY 16-17 B

udget

BU

DG

ETVAR

IANC

EU

nder/(Over)

%Expended

Administrative

-$

246,961

$

57,718$

39,456

$

161,212$

2,648

$

29,844$

16,828

$

5,908$

4,710

$

3,134$

29,111

$

21,683$

6,802

$

27,560$

11,054

$

664,628$

942,086

$

277,458$

70.55%

Salaries and B

enefits409,805

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

409,805$

733,485

$

323,680$

55.871%

General and A

dministrative

252,510$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

5,000$

257,510

$

208,601$

(48,909)

$

123.446% A

llocated Indirect Costs

(662,315)$

246,961

$

57,718$

39,456

$

161,212$

2,648

$

29,844$

16,828

$

5,908$

4,710

$

3,134$

29,111

$

21,683$

6,802

$

27,560$

6,054

$

(2,687)$

134,728

$

137,415$

-1.994%

Reclassification

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

Travel-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

Program Training

-$

1,163,530

$

1,400,455$

1,097,484

$

919,519$

22,480

$

189,144$

266,266

$

43,277$

68,860

$

42,904$

225,844

$

134,861$

38,796

$

272,440$

76,082

$

5,961,942$

6,524,128

$

562,186$

91.4%

WIA

Youth C

ontracts-

$

-$

815,000

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

815,000

$

1,005,500$

190,500

$

81.1% S

alaries and Benefits C

areer Center

161,893$

1,167,917

$

277,819$

99,810

$

618,094$

-

$

84,384$

25,424

$

1,561$

4,486

$

2,990$

-

$

-$

-

$

-$

43,851

$

2,488,229$

2,826,922

$

338,693$

88.0%

Contract Labor C

areer Center

16,931$

-

$

-$

55,000

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

71,931$

164,559

$

92,628$

43.7%

Internship-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

Incentives/S

tipends-

$

-$

-

$

30,000$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

30,000$

70,000

$

40,000$

42.9%

Support S

ervices/ Participants

-$

-

$

-$

20,000

$

-$

-

$

-$

-

$

-$

-

$

16,455$

-

$

-$

-

$

-$

36,455

$

33,282$

(3,173)

$

109.5% Training-TA

A-

$

-$

-

$

-$

-

$

-$

35,000

$

-$

-

$

-$

-

$

-$

-

$

-$

35,000

$

109,256$

74,256

$

32.0% Training-ITA

/OS

T195,000

$

59,568$

-

$

2,000$

-

$

-$

-

$

-$

-

$

-$

159,900

$

-$

-

$

-$

-

$

416,468$

354,060

$

(62,408)$

117.6%

Training-OJT/Job R

eadiness204,236

$

111,010$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

315,246$

268,349

$

(46,897)$

117.5%

Training-Cust./E

mployed W

orker1,620

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

1,620

$

-$

(1,620)

$

Work E

xperience/ Internships5,000

$

1,515$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

-

$

-$

6,515

$

23,000$

16,485

$

28.3% Travel

1,500$

5,950

$

850$

3,344

$

7,250$

-

$

1,045$

1,513

$

50$

800

$

120$

-

$

-$

-

$

-$

2,000

$

24,422$

36,236

$

11,814$

67.4%

One S

top Shared C

osts220,457

$

69,965$

1,917

$

200,000$

18,514

$

71,520$

153,225

$

3,975$

45,873

$

27,581$

-

$

-$

-

$

-$

2,200

$

815,227$

905,315

$

90,088$

90.0%

Other O

perating Expenses

101,267$

105,756

$

30,205$

145,531

$

110,000$

2,200

$

21,167$

17,846

$

535$

15,982

$

11,070$

33,813

$

39,904$

-

$

247,300$

23,772

$

906,349$

892,473

$

(13,876)$

101.6%

Allocated P

rogram Indirect

(281,592)$

86,055

$

21,062$

21,246

$

69,090$

1,766

$

11,028$

6,141

$

2,156$

1,719

$

1,143$

15,676

$

11,676$

2,915

$

25,140$

4,259

$

(520)$

0

$

-$

R

eclassification(828,461)

$

828,461$

(44,364)

$

(136,915)$

-

$

-$

62,117

$

-$

-

$

-$

-

$

83,281$

35,881

$

-$

-

$

-$

(164,824)

$

(164,824)$

Total Expenditures0

$

1,410,491$

1,458,173

$

1,136,940$

1,080,731

$

25,128$

218,987

$

283,093$

49,185

$

73,570$

46,038

$

254,955$

156,544

$

45,598$

300,000

$

87,136$

6,626,570

$

7,466,214$

839,644

$

88.8%

Funding Over/(under) expenditures

0$

0

$

0$

0

$

0$

0

$

0$

0

$

0$

0

$

0$

0

$

0$

0

$

0$

0

$

(0)$

YTD %

of Budgeted Funds Expended

100.00%100.00%

100.00%100.00%

100.00%100.00%

100.00%100.00%

100.00%100.00%

100.00%100.00%

100.00%100.00%

100.00%87.23%

Com

ments

YEAR TO

DATE TO

TALSLVER

NEG

WIO

A PID

VOP

WP PI

SOS Youth

OTH

ER N

on N

FA TAA

YOU

THAD

ULT

WTP

PY 16-17 TOTAL AVAILAB

LE FUN

DIN

GIN

DIR

ECT

WP

RA (U

C)

SNAP

DW

S:\W

DA

cct\Budgets\P

Y2017\6-14-17 W

orking Budget P

Y 17-18

16 of 55

AGENDA ITEM #7Aii

AGENDA ITEM SUMMARY

TITLE: Local Workforce Development Board Contracting – Conflict of Interest Exemptions for PY 2017/2018


POLICY/PLAN/LAW: CareerSource Florida Strategic Policy # 2012.05.24.A.2

ACTION REQUESTED: Review and Approve Board Member Related Transaction Contract Exemptions

BACKGROUND: Under CSFL Strategic Policy # 2012.05.24.A.2, the policy establishes criteria and procedures used to address potential conflicts of interest and when appropriate “cure” such conflicts and ensure compliance with Public Law 113-128, Workforce Innovation and Opportunity Act (2014), section 445.007(1) and (11), Florida Statutes, and section 112.3143, Florida Statutes.

At a board’s discretion, the following may be exempt from the policy described above:

Contracts with a board member receiving a grant for workforce services. All contracts between a board and a board member or other person or entity who may benefit financially from a contract must be approved by a two-thirds vote of the board when a quorum has been established. Board members are required to complete a Contract Information Form and a Conflict of Interest Form.

All documents, as specified by this policy, will be submitted to DEO and CSFL demonstrating compliance with section 445.007, Florida Statutes.

STAFF: Review and approve applicable Board Member related transactions

SUPPORTING MATERIALS: Board Member Related Transaction Contract Exemption form

BOARD STAFF: Brian Bauer, President/Chief Executive Officer [email protected] 866-482-4473, ext. 418

17 of 55

Bo

ard M

emb

er Related

Transactio

n C

on

tract Exem

ptio

n Fo

rm - 2

01

7/2

01

8

Date

VendorParty

Description

PurposeExpense

State of Florida A

pproved VendorLow

Bid

Com

ments

PY 17-18

Huston C

omm

ercial InteriorsP

eter Kem

pM

iscellaneous Maintenance &

O

ffice Supplies

Supplies

Not to exceed $7,000

YesYes

At tim

e of a purchase (monthly),

vendor quotes are received and a cost com

parison completed. B

ased upon the cost com

parison, the low

est bid is selected.

PY 17-18

Indian River S

tate College

Dr. E

dwin M

assey

2012.05.24.A.2 S

tate and Local W

orkforce Developm

ent Board

Contracting C

onflict of Interest P

olicy with exem

ption to the prohibition to allow

the workforce

boards to provide statutorily-m

andated services.

Approved training

provider; Individualized

customized training


n/an/a

A contract w

ith a board mem

ber receiving a grant for w

orkforce services under federal, state or other governm

ental workforce

programs.

PY 17-18

Martin H

ealth System

D

ebbie Perez

2012.05.24.A.2 S

tate and Local W

orkforce Developm

ent Board

Contracting C


olicy with exem


the workforce


andated services.

On the Job Training

(OJT)


n/an/a

A contract w

ith a board mem



ental workforce

programs.

PY 17-18

Advanced M

achine & Tool

Kurt R

iley

2012.05.24.A.2 S

tate and Local W

orkforce Developm

ent Board

Contracting C


olicy with exem


the workforce


andated services.

On the Job Training

(OJT)


n/an/a

A contract w

ith a board mem



ental workforce

programs.

PY 17-18

Treasure Coast B

uilder's A

ssociationM

addie William

s

2012.05.24.A.2 S

tate and Local W

orkforce Developm

ent Board

Contracting C


olicy with exem


the workforce


andated services.

On the Job Training

(OJT)


n/an/a

A contract w

ith a board mem



ental workforce

programs.

PY 17-18

Ironworkers Local U

nion 402S

ean Mitchell

2012.05.24.A.2 S

tate and Local W

orkforce Developm

ent Board

Contracting C


olicy with exem


the workforce


andated services.

On the Job Training

(OJT)


n/an/a

A contract w

ith a board mem



ental workforce

programs.

18 of 55

AGENDA ITEM #7Aiii

AGENDA ITEM SUMMARY

TITLE: Slate of Officers for 2017/2018

STRATEGIC GOALS: Operational Intelligence

POLICY/PLAN/LAW: Workforce Innovation & Opportunity Act, Board Bylaws

ACTION REQUESTED: Review and Approve the Slate of Officers

BACKGROUND: Annually, the Board elects a Chair, Vice Chair and Treasurer to serve one-year terms. The Board’s By-Laws stipulate that the Chair and Vice Chair of the Board must be private sector representatives. The Treasurer may be either a private or public representative.

The Executive Committee proposes the following slate of Officers for 2017/2018 program year:

Bob Cenk ~ Chair Pamela Burchell ~ Vice Chair Sean Mitchell ~ Treasurer

STAFF RECOMMENDATION: Approve the Slate of Officers provided for 2017/2018


BOARD MEMBER: Pam Houghten, Chair

19 of 55

AGENDA ITEM #7B PROGRAMS & SERVICES COMMITTEE MINUTES – August 2, 2017

Page 1 of 2

Meeting Summary: Review and Approve the On-the-Job Training (OJT) Policy Revision Review and Approve the Employer Worker Training (EWT) Policy Revision Members Present: Pam Houghten, Donna Rivett, Wayne Teegardin Participating by Teleconference: Pam Burchell, Debbie Perez Members Excused Suzanne Desposati, Pete Tesch Staff In Attendance: Glenda Harden, Jennifer DuBey, Aura Edge, Jennifer Sideregts (teleconference) Called To Order: Wayne Teegardin called the meeting to order at 8:00 am. Agenda Item #2 – On-the-Job Training (OJT) Policy Revision: Glenda Harden reviewed the modifications being recommended to the current on-the-job training policy. The changes are being requested to assist the organization in attaining the federal common measures wage rate.

The revision is as follows: 2a. CSRC will allow up to fifty (50) percent reimbursement for training wages of $14.00 and higher. The Senior Vice President of Operations/COO, with approval of the President/CEO, may grant an exception to Adult or DW OJT’s with disabilities/significant barriers to employment. A motion was made by Donna Rivett and seconded by Pam Houghten to approve the policy as amended. The motion passed unanimously. Agenda Item #3 – Employer Worker Training (EWT) Policy Revision: Aura Edge presented the committee with the revised Employer Worker Training policy. This will allow for specified industry clusters to have preference. Exceptions will be considered on a case by case basis by the executive management team.

1. The revision is as follows: Preference is given to employers in one of the key Industry Clusters: x Health Care x Manufacturing x Logistics and Distribution x Construction Trades

A motion was made by Pam Houghten and seconded by Donna Rivett to approve the policy as amended. The motion passed unanimously.

20 of 55

AGENDA ITEM #7B PROGRAMS & SERVICES COMMITTEE MINUTES – August 2, 2017

Page 2 of 2

Agenda Item #4 – Other Business: Glenda Harden announced the October meeting will have a full agenda to include updates on 4th Quarter Performance, Summer of Success and review measurements for PY17/18 as indicated by the PFM. Agenda Item #9 – Set Agenda for Next Meeting: No items were set. Agenda Item #10 – Adjournment The meeting of the Programs and Services Committee was adjourned at 8:08 a.m.

21 of 55

AGENDA ITEM #7 i

AGENDA ITEM SUMMARY

TITLE: On-the-Job Training (OJT) Policy Revision

STRATEGIC GOALS Optimal Use of Resources

POLICY/PLAN/LAW: Workforce Innovation & Opportunity Act

ACTION REQUESTED: Review and Approve OJT Policy Revision

BACKGROUND: The Workforce Innovation and Opportunity Act (WIOA), Sec. 134(c)(3)(D)(ii) promotes work-based training in the form of On-the-Job Training (OJT) to foster economic growth and business expansion. WIOA authorizes employer reimbursement up to 75% of the wage rate paid to the OJT participant. CareerSource Research Coast’s current policy allows 50% employer reimbursement for training wages of $12.00 and higher for all WIOA individuals considered for OJT.

In order to align with the Local Performance Levels required by the State of Florida for the 2017-2018 Common Measures, CSRC updated the OJT policy to reflect 50% employer reimbursement for training wages of $14.00 and higher. The State has set CareerSource Research Coast’s performance for the WIOA Adult Median Wage 2nd Quarter After Exit at $15.09 per hour and the Dislocated Workers Median Wage 2nd Quarter After Exit at $13.17 per hour.

In addition, staff researched labor market information supplied by the State using the Occupational Supply/Demand Report’s data for June 2017. According to this data, the average entry level short and long term wage for our area is $16.00 per hour. The State’s average for the same is $17.00 per hour.

STAFF RECOMMENDATION: Approve the updated OJT policy 50% employer reimbursement for training wages of

$14.00 and higher.

SUPPORTING MATERIALS: Revised On-the-Job Training Policy

BOARD STAFF: Glenda Harden, Senior Vice President of Operations/COO [email protected] (866) 482-4473 ext. 427

22 of 55

UNIVERSAL POLICY #2 ON-THE-JOB TRAINING PROGRAM POLICY

ORIGINAL APPROVAL DATE: 8/15/2007 REVISION DATE: 8/3/2017

BOARD EFFECTIVE DATE: 8/15/2007

An equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities s. All voice telephone numbers may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.

Universal Policy #2 - OJT Program Page 1 of 3

PURPOSE To provide guidance related to the On-the-Job Training (OJT) so that the program is delivered according to the laws, regulations and local policies governing the training activity. REFERENCES The Workforce Innovation & Opportunity Act of 2014, (WIOA), Sec. 134(c)(3)D)(ii). The Workforce Innovation and Opportunity Act promotes Work-Based Training in the form of On-the-Job Training, to foster economic growth and business expansion. POLICY: Federal definition: On-the-Job Training (OJT) is paid subsidized job skill training that is provided by an employer during the initial term of employment. The OJT is designed to ensure the participant acquires the employer specific job skills necessary to secure and maintain employment. The training is limited in duration as appropriate to the occupation for which the participant is being trained and is not to exceed six (6) months. The employer may be reimbursed up to seventy-five (75) percent of the participant’s wages during the OJT period. This reimbursement is designed to offset the employer’s costs for providing the job training and any necessary additional supervision. 1. The duration of the OJT is based on the Specific Vocational Preparation code in alignment with the O*Net Job Zone

categories. Job Zone categories are listed in the table below:

The Five Job Zones Are: Training Hours Job Zone 1 - occupations that need little or no preparation 0 - 240 Job Zone 2 - occupations that need some preparation 241 -640 Job Zone 3 - occupations that need medium preparation 641 - 800 Job Zone 4 & 5 - occupations that need extensive preparation 801 - 960

2. WIOA, Sec 3 (44) and Sec 134(c)(3)(H) authorizes employer reimbursement up to 75% of the wage rate paid to the

OJT participant, taking into account such factors as: (1) the characteristics of the career seeker; (2) the quality of employer-provided training and advancement opportunities; (3) and such other factors as CareerSource Research Coast (CSRC) has determined to be appropriate.

a. CSRC will allow up to fifty (50) percent reimbursement for training wages of $12.00 $14.00 and higher. The

Senior Vice President of Operations, or Vice President of Administration with approval of the President/CEO, may grant an exception to certain youth or Adult/DW with disabilities/significant barriers to employment.

3. The OJT must meet the following requirements: a. OJT is defined as training in the private (for-profit or not-for-profit) sector given to a WIOA eligible or Welfare

Transition (WT) participant who has been referred to and hired by the employer. Preference will be given to the private for-profit sector employers.

b. OJT is full-time, permanent, paid subsidized employment in which the employer teaches the participant to perform the skills required for the job. Full time employment is defined as a required minimum of 32 hours per week. The OJT participant cannot work intermittent part-time hours.

c. The training provided for WIOA/WT participants must be above and beyond their current skill levels. CSRC does offer training on a sequential basis to individuals who have completed an Individual Training Account (ITA) where the job for which they have received training requires further training on the job for the participant to be proficient in the skills required to perform the job. All sequential training must be approved by the WIOA Programs Manager on a case-by- case basis.

d. The suitability of the employer work site for training must be assessed by CSRC staff as part of the Agreement development, and prior to final completion of the Agreement and placement of the participant at the work site (OJT Pre-Award).

23 of 55






e. The CSRC Business Services Department is responsible for developing OJT agreements with employers to include the to include the preferred industry sectors approved by CSRC throughout the region:

x Health Care x Advanced Manufacturing x Logistics and Distribution x Construction Trades

f. The Agreement must be completed in full and contain all necessary employer, participant and CSRC signatures prior to placing the participant at the worksite. A copy of the OJT Agreement will be maintained in the participant’s file and by the appropriate CSRC Business Services team member.

g. OJTs may not be implemented with an employer who has entered into two (2) or more OJT’s with CSRC under which the employer did not retain the participant in at least six (6) months of employment following successful completion of the OJT.

h. OJT services must not be implemented with an employer who will be relocating from the area. i. An individual referred to CSRC by an employer may be considered for OJT with that employer only after the

individual has met WIOA eligibility and suitability requirements for training services, has received an assessment, and for whom an Individual Employment Plan (IEP) has been developed which indicates an OJT is appropriate.

j. The OJT participant cannot start employment with the OJT employer prior to the date the OJT Training Plan and Agreement is completed and signed by both parties.

k. ‘Reverse Referrals’ - Defined as employer referrals of career seekers to CSRC, who are not currently enrolled in workforce services. The employer must complete the OJT Referral Form and submit to the WIOA Programs Manager for eligibility and suitability. PLEASE NOTE: ‘Reverse referrals’ will not be given preference when there are equally qualified candidates currently participating in workforce services . Active eligible and qualified veteran career seekers are given first priority.

l. In determining the length of the training, consideration should be given to the skill requirements of the occupation, the academic and occupational skill level of the trainee, the prior work experience of the trainee, and the individual employment plan, as appropriate. The OJT training hours will be based on the length of time the trainee will need to acquire the basic competencies needed for the job.

m. Wages paid to participants must be the same as wages paid to others performing a comparable job. All OJT participants must be covered by worker’s compensation or liability insurance for the duration of the employment/training provided by the employer.

n. No member of the OJT trainee’s immediate family may be engaged in an administrative capacity for the employer, or will directly supervise the OJT trainee.

o. OJT Agreements must be written in CSRC boiler plate agreement format and include a job description and an individualized training plan which documents the specific job training skills to be provided. Agreements must be signed by both the employer, trainee and authorized CSRC representative.

p. OJT Agreements must be submitted to CSRC Administrative staff for approval and issuance of an OJT Number. The OJT agreement will be reviewed to determine if the cost is reasonable and if a related party transaction exists. If the Agreement involves a related party transaction, CSRC Board of Directors approval is required as defined in the Related Party Transaction Policy.

q. Appropriate Career Center services are to be available throughout the duration of the OJT to both the participant and the employer, to ensure the success of the OJT.

OJT Case Management CSRC shall adhere to the guidelines for OJT case management:

1. Appropriate staff will make contact with the OJT participant bi-monthly. The employer will be contacted monthly for

an update and evaluation of the participant’s performance. Case notes of the contacts will be maintained in the Employ Florida Marketplace (EFM) system.

2. Ensure that the OJT training plan is being carried out and the employer is in compliance with the OJT Agreement. 3. Maintain program records and data enter all pertinent information into EFM. 4. At the time the OJT is approved, submit a copy of the OJT Training Agreement. OJT Pre-Award, OJT Training Plan

24 of 55






and completed W-9 to the CSRC Administrative office to enter the employer and employee into the financial system (MIP).

5. Ensure that all completed OJT employer reimbursement invoices are submitted to the CSRC Administrative office for payment along with proof of payment.

Reimbursement Guidelines 1. Employers must maintain written time and attendance records on CSRC forms to document the days and hours

of training for each trainee. 2. Employers are responsible, based upon their policies, for paid holidays, sick, vacation, or other leave time granted to

trainee. CSRC can only reimburse for hours worked during the training period. 3. Any overtime pay will be the employer’s responsibility, based upon their policies. CSRC can only reimburse at the

agreed upon hourly rate. All hours worked will count towards the training plan hours. 4. Payments to trainees during the training and retention period must be made by check or Direct Deposit (ACH). 5. The cashed check or ACH will be the record of wages paid to trainee and must be provided to CSRC in order for

reimbursement to be made. 6. Employers must submit timesheets immediately after payroll is processed. Acceptable documents required by

finance are: a. Signed CSRC timesheets and payroll register or pay stub showing the employee’s rate of pay, number of hours

worked and withheld taxes. b. If the employer does not utilize a payroll system and issues manual checks, a copy of the canceled check (front

and back). In this situation, the employer must also provide a statement that indicates the employee was paid at the agreed upon rate per the OJT Training Agreement, paid the correct number of hours, and that all appropriate taxes were withheld.

7. Reimbursement payments are made after CSRC receives complete timesheets, correct invoices and all other required documentation from the OJT employer. The evaluation portion of the timesheet must be completed.

Corresponding Form(s): x EMPLOYER PRE-AWARD x JOB REFERRAL x OJT TRAINING AGREEMENT x OJT ASSURANCES AND CERTIFICATIONS- C01-WI02-F03 x OJT TRAINING PLAN x JOB DESCRIPTION AND TRAINING OUTLINE x RESUME x ONET DESCRIPTION x OJT EMPLOYER REIMBURSEMENT INVOICE x OJT AGREEMENT REVISION x W-9

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AGENDA ITEM #7 ii

AGENDA ITEM SUMMARY

TITLE: Employed Worker Training (EWT) Policy Revision

STRATEGIC GOALS Strong Advancement of Existing and Emerging Regional Target Industry Clusters

POLICY/PLAN/LAW: Workforce Innovations and Opportunity Act, Title 1

ACTION REQUESTED: Review and Approve Employed Worker Training (EWT) Policy Revision

BACKGROUND: Local Workforce Development Boards are required to establish policies to define their procedures for fulfilling the requirements of the Workforce Innovation and Opportunity Act (WIOA).

STAFF RECOMMENDATION: Approve the updated EWT policy to give preference to Businesses in one of the

following industry clusters: • Health Care• Manufacturing• Logistics and Distribution• Construction Trades

SUPPORTING MATERIALS: Revised Employed Worker Training Policy


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WORKFORCE INNOVATION AND OPPORTUNITY ACT POLICY #6 EMPLOYED WORKER TRAINING POLICY



An equal opportunity employer/program. Auxiliary aids and services are available upon request to individuals with disabilities. All voice telephone numbers may be reached by persons using TTY/TDD equipment via the Florida Relay Service at 711.

WIOA Policy #6 - Employed Worker Training-May 2016

PURPOSE The purpose of this EWT Training Policy is to provide guidance to CareerSource Research Coast (CSRC) staff regarding serving Employed Workers. Employed Workers may be eligible for services under WIOA or through an employer initiated training agreement. This policy will provide uniformity and consistency in the delivery of this service.

REFERENCES Workforce Innovation and Opportunity Act, Title I, Pub. L. No 113-128, §§134(d)(4), U.S. Department of Labor, Training and Employment Guidance NO. 3-15.

POLICY An Employed Worker is a working individual in need of retraining or upgrade of existing skills to obtain or retain a job that allows for self-sufficiency. Self-Sufficiency is the ability of individuals and families to earn a wage that permits them to consistently meet their needs with minimal or no financial assistance or subsidies. There are three (3) types of Employed Workers:

1. An employed adult who seeks WIOA funded training through CRSC of their own accord; 2. A Dislocated Worker who has become re-employed in an “income maintenance” job and needs the training to increase

their earnings potential and seeks WIOA funded training through CRSC of their own accord; 3. An incumbent worker whose employer requests training on their behalf in order to avert potential layoffs of employees, or to

increase the skill levels of employees so they be promoted within the company and create backfill opportunities for the employer.

Each of these types of Employed Workers has separate procedures that define the services they are eligible for.

1. Career seeker who is employed at participation (Employed Individual seeking assistance on their own)

Basic eligibility, need and suitability will be established. The income calculation will be completed based upon the previous 6 months of household income. If the hourly rate amount exceeds locally defined self-sufficiency rate, the career seeker is not eligible for enrollment

2. Dislocated Worker career seeker in an “Income M aintenance” j ob.

“Income Maintenance” employment is defined as employment that an employee has accepted to try to maintain their family’s status quo and is lower than their previous rate of pay and lower than the locally defined self- sufficiency rate. In addition, there must be a demonstrated need for training to obtain new employment in a targeted occupation. Income calculation will be completed based upon the prior 6-months income. In order to qualify an employee utilizing this criteria, documentation of previous salary must be collected and compared to present wage. If current wage is at lower than wage previously earned and lower than the locally defined self-sufficiency wage, the employee may be enrolled in training. Wage comparison is done based upon Dislocated Workers previous and current rates of pay, not household income.

3. Employed Worker Training (EWT) agreement with employer (Individual is identified by employer)

Employed Worker training provides both workers and employers with the opportunity to build and maintain a quality workforce. Incumbent Worker training can be used to help avert potential layoffs of employees, or to increase the skill levels of employees so they can be promoted within the company and create backfill opportunities for the employers. Employed worker training needs to take into account the following factors:

x The characteristics of the participants in the program; x The relationship of the training to the competitiveness of a participant and the employer, and; x Other factors the State or local boards may determine appropriate (e.g., the number of employees participating

in the training, wage and benefit levels of those employees (both pre- and post-participation earnings, and the existence of other training and advancement opportunities provided by the employer).

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In an Employed Worker Agreement, employers are required to pay for a significant cost of the training for those employees participating in training; this can be done through both cash and/or in-kind payments. The wages paid to participants, while in training, may be considered as a source of matching funds.

In LWDA 20, the amount of employer share in the Employed Worker Training depends on the size of the employer, WIOA section 134(d)(4)(D):

x 10 percent of the cost, for employers with not more than 50 employees; x 25 percent of the cost, for employers with more than 50 employees but not more than 100 employees; and x 50 percent of the cost, for employers with more than 100 employees.

Examples of employer contribution include, but are not limited to expenses associated with: Instruction/Tuition; curriculum development; materials/supplies; the use of space and equipment during the training project (calculation used to assign a value must be documented); and trainee wages (including benefits) of employees during training. Individuals served under this category must not exceed the locally defined self-sufficiency hourly rate.

1. Preference is given to Businesses in one of the key Industry Cluster:

x Aviation & Aerospace x Life Sciences x Information Technology x Financial & Professional Services x Health Care x Manufacturing x Logistics and Distribution x Construction Trades

EWT CASE MANAGEMENT/REIMBURSEMENT PROCESS In order to qualify, an employer must comply with all rules and regulations listed in the Employed Worker guidelines and agreement

1. EWT agreements must be written based on the specific needs of the employer. The agreement must address the job skills to be taught by the training provider and accomplished by the employee upon completion.

2. The suitability of the employer’s worksite will be assessed by the Business Services Account Manager as part of the agreement development and will be conducted prior to the final completion of the agreement and placement of the employee in the training. (EWT Pre-Award Review)

3. EWT services will not be developed with an employer who will be relocating. 4. All EWT employees must be covered by Workers’ Compensation from the onset of training provided by the

employer. 5. A completed EWT Pre-award Review, EWT Training Application, EWT agreement, Employed Worker Grant –

Employee Registration and Training Outcomes Tracking Form, is to be submitted to the Vice President of Operations and or designee for funding approval. The agreement will be reviewed for reasonable cost and related party. If a related party is involved, Board approval is required as outlined in the Board’s Related Party Transaction Policy. Once funding approval is received, the Business Services Account Manager will then complete the EWT Guidelines & Agreement with the employer. At the time the EWT is approved, a copy of the EWT agreement including the W-9 must be submitted to CSRC’s Finance Department in order to enter the employer and employee into the finance system (MIP).

6. The EWT agreement must be completed in full and contain all necessary employer, employee and CSRC staff signatures prior to enrolling the employees into Employ Florida.

7. All proposed employees must be verified as eligible for WIOA services before training can take place. 8. Once all proposed employees are verified as WIOA eligible, they will be entered into Employ Florida and enrolled

into a Customized Training Activity. EFM codes 102, 212, and 304, will be utilized, unless otherwise specified. An 28 of 55






individual career plan in Employ Florida is not necessary for EWT participants. 9. Upon completion of the training, the employer must provide proof of payments via a 100% paid invoice to CRSC

Finance Department. The employer must also submit copies of all credentials to CRSC Finance Department along with an invoice requesting reimbursement for training.

10. When the credential is received, the Career Planner will close the activity with an Occupational Skills Certificate and complete an Employment Verification Form in order to close the case with entered employment.

11. The Career Planner will conduct employment verifications on the following schedules: 90, 180, 270 and 365 days following the completion of training. This can be conducted via an e-mail spreadsheet.

ATTACHMENTS: Documents found on Share Drive � EWT Pre-Award Review � EWT Guidelines & Agreement � EWT Attachment -Employed Worker Training Participant Application � EWT – Training Outcomes Tracking Form � W-9

29 of 55

AGENDA ITEM #7C EXECUTIVE COMMITTEE MINUTES – August 11, 2017

Meeting Summary: Reviewed and Approved June Financials Review and Approve the On-the-Job Training (OJT) Policy Revision Review and Approve the Employer Worker Training (EWT) Policy Revision Review and Approve Final Budget for PY 17/18 Set Agenda items for next Board of Directors Meeting – August 30, 2017 Set Agenda items for next Executive Committee Meeting – September 15, 2017 Members Present: Werner Bols, Bob Cenk, Pam Houghten, Sean Mitchell, Waldo Tames Non-Voting Members Present Kurt Riley, Donna Rivett Members & Non-Members Excused Pamela Burchell Staff In Attendance: Brian Bauer, Glenda Harden, Lisa Delligatti, Jennifer DuBey Called To Order: Bob Cenk, Chair, called the meeting to order at 7:58 am. No conflicts of interest were declared. Agenda Item #3 – June Financials: Lisa Delligatti, Chief Financial Officer, presented the Financial Reports for June 2017. Brian Bauer, President/CEO, announced that this is the final year end closeout for PY16/17. PY16/17 was challenging due to significant shortage for WIOA. A motion was made by Werner Bols and seconded by Sean Mitchell to approve the financial statement(s) as presented. The motion passed unanimously. Agenda Item #4 – On-the-Job Training (OJT) Policy Revision: Glenda Harden, Senior Vice President/COO, reviewed the modifications being recommended to the current on-the-job training policy. Exceptions will be considered on a case by case basis by the executive management team. The changes are being requested to assist the organization in attaining the federal common measures wage rate.

The revision is as follows: 2a. CSRC will allow up to fifty (50) percent reimbursement for training wages of $14.00 and higher. The Senior Vice President of Operations/COO, with approval of the President/CEO, may grant an exception to Adult or DW OJT’s with disabilities/significant barriers to employment. A motion was made by Pam Houghten and seconded by Sean Mitchell to approve the policy as amended. The motion passed unanimously. Agenda Item #5 – Employer Worker Training (EWT) Policy Revision: Glenda Harden, Senior Vice President/COO, presented the committee with the revised Employer Worker Training policy. This will allow for specified industry clusters to have preference. Exceptions will be considered on a case by case basis by the executive management team.

30 of 55


1. The revision is as follows: Preference is given to employers in one of the key Industry Clusters: x Health Care x Manufacturing x Logistics and Distribution x Construction Trades

A motion was made by Pam Houghten and seconded by Werner Bols to approve the policy as amended. The motion passed unanimously. Agenda Item #6 – Final Budget for PY 17/18: Brian Bauer provided an overview of the final budget. Mr. Bauer explained the carry forward amount from PY16/17 into PY17/18 and the carry forward amount into PY18/19. Mr. Bauer also stated that CareerSource Florida is having discussions regarding ITA waiver and requirements set forth in order to consider allowing WIOA support services costs as an approved cost for the ITA waiver calculation. A motion was made by Werner Bols and seconded by Waldo Tames to approve the final budget for PY17/18 as presented. The motion passed unanimously. Agenda Item #7 – Other Business: Brian Bauer stated CSRC and the EDC of SLC were working together to develop a Memorandum of Understanding (MOU) between the organizations. CSRC has also discussed drafting a MOU with counterparts in Indian River and Martin counties. Members of the committee made additional suggestions to the MOU. Suggestions will be corrected in draft MOU. CSRC is working on two additional community sector based grants that are to focus on both pre and registered apprenticeship programs in the advanced manufacturing industry sector. These grants are funded through CSFL as part of the statewide strategic focus on sector strategies. Glenda Harden provided an update on the Summer of Success program. Ms. Harden reported that one-hundred and thirty participants enrolled in the eight week program and with summer coming to a close, had one-hundred and twenty-five will complete the program. Kurt Riley reported being very happy with the intern Advanced Machine & Tool had been assigned. The intern was accepted to the University of Central Florida for Engineering. Board of Director members whose attendance fell below 60% will receive a phone call from Brian Bauer. Mr. Bauer also discussed the Business and Workforce Competitiveness fund designed to enhance economic growth of businesses in the State of Florida by addressing the gap that currently exists between the needs of the business community and the employment needs of the State. This Proposed Bill amends portions of the unemployment compensation and workforce statutes related to the minimum unemployment compensation contribution (tax) rate and creation of a Demand Skills Training Fund to meet the occupational skills needs of employers for new hires and incumbent workers. Agenda Item #8 – Set Agenda Items for Board Meeting 8/30/2017:

- Annual review - Final budget for PY17/18 - Consent items

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Agenda Item #9 – Set Agenda Items for Executive Committee Meeting 9/15/2017:

- Financial statement(s) - Common measures

Adjourned: Meeting was adjourned at 9:00 a.m.

32 of 55

AGENDA ITEM #7 i

AGENDA ITEM SUMMARY

TITLE: Financial Statement Report


POLICY/PLAN/LAW: Workforce Innovation & Opportunity Act: Role of LWDB’s

ACTION REQUESTED: Review and Approve June Financial Statements

BACKGROUND: The Board approved the proposed budget for the 2016-2017 Program Year. The Executive Committee regularly reviews budgets, all amendments to the budget and monthly expenditures.

STAFF RECOMMENDATION: Review and Approve the June Financial Statements

SUPPORTING Monthly Financial Statements MATERIALS:

BOARD STAFF: Lisa Delligatti, Chief Financial Officer [email protected] 866-482-4473 ext. 430

33 of 55

LWD

B 20Financial R

eportFor the Tw

elve Months Ending

June 30, 2017

PY 16-17 Allocations1,298,164

$ 1,216,003

$ 1,193,473

$ 1,177,206

$ 35,775

$ 218,980

$ 792,473

$ 192,803

$ 205,372

$ 135,955

$ 166,741

$ 156,544

$ 92,467

$ 200,000

$ 7,081,956

$ PY 16-17 Supplem

ental 92,539

$ 373,559

$ -

$ 182,974

$ -

$ -

$ -

$ 18,092

$ -

$ 484

$ 667,648

$ U

nrestricted Funds Earned this year-

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ 126,476

$ 126,476

$ Additional Funds

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

277,947$

277,947$

Retained by D

EO for M

erit Salaries-

$ -

$ -

$ -

$ -

$ -

$ (465,791)

$ (56,207)

$ (128,885)

$ (96,218)

$ (747,101)

$ Transfer

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

Carryforw

ard-

$ 49,945

$ 62,422

$ -

$ -

$ -

$ 96,668

$ -

$ -

$ -

$ 209,035

$ TO

TAL

-$

1,390,703$

1,639,507$

1,255,895$

1,360,180$

35,775$

218,980$

423,351$

154,688$

76,487$

40,221$

166,741$

156,544$

92,467$

200,000$

404,423$

-$

7,615,962$

% of Total A

vailable Funds Expended100.00%

92.88%100.00%

100.00%100.00%

98.17%85.82%

40.87%100.00%

100.00%135.69%

47.33%91.36%

FUN

DIN

G D

RA

WN

DO

WN

YTDIN

DIR

ECT

AD

ULT

DW

YOU

THW

TPR

A (U

C)

SNA

PW

PTA

AD

VOP

LVERN

EGW

IAO

PIW

P PISO

S Youth O

THER

Non N

FA A

CTU

AL

TOTA

L B

UD

GETED

VAR

IAN

CE

%Expended

PY 16-17 Allocations

1,298,164$

1,472,788$

1,193,473$

1,360,180$

35,775$

214,980$

284,610$

63,216$

72,722$

40,221$

132,760$

-$

38,973$

271,373$

6,407$

6,485,643$

6,334,856$

(150,787)$

102.380%PY 16-17Supplem

ental 92,539

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ 92,539

$ 667,648

$ 575,109

$ 13.860%

Unrestricted Funds Earned this year

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

33,735$

126,476$

126,476$

0.000%

Additional Funds/A

djustments

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

55,843$

55,843$

277,947$

222,104$

20.091%

Carryforw

ard -

$ 49,945

$ 62,422

$ -

$ -

$ -

$ 78,707

$ -

$ 3,765

$ -

$ -

$ -

$ 194,839

$ 209,035

$ 14,196

$ 93.209%

TOTA

L1,390,703

$ 1,522,733

$ 1,255,895

$ 1,360,180

$ 35,775

$ 214,980

$ 363,317

$ 63,216

$ 76,487

$ 40,221

$ 132,760

$ -

$ 38,973

$ 271,373

$ 95,985

$ 6,828,864

$ 7,615,962

$ 787,097

$ 89.665%

% of Total B

udgeted Funding Received

100.00%92.88%

100.00%100.00%

100.00%98.17%

85.82%40.87%

100.00%100.00%

79.62%0.00%

42.15%135.69%

23.73%89.67%

EXPEND

ITUR

ESA

CTU

AL

BU

DG

ET

BU

DG

ETVA

RIA

NC

EU

nder/(Over)

%Expended

Adm

inistrative-

$ 156,791

$ 218,437

$ 57,463

$ 172,480

$ 1,221

$ 31,419

$ 25,931

$ 2,367

$ 6,636

$ 3,175

$ 17,880

$ -

$ 5,257

$ 13,222

$ 15,052

$ 727,331

$ 952,336

$ 225,005

$ 76.37%

Salaries and Benefits484,365

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ 484,365

$ 733,485

$ 249,120

$ 66.036%

General and Adm

inistrative236,678

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ 7,887

$ 244,565

$ 218,851

$ (25,714)

$ 111.750%

Allocated Indirect Costs

(721,043)$

299,179$

76,049$

57,463$

172,480$

3,673$

31,419$

20,514$

2,367$

7,059$

3,738$

19,860$

-$

5,257$

13,222$

7,165$

(1,598)$

134,728$

136,326$

-1.186% R

eclassification (142,388)

$ 142,388

$ -

$ -

$ (2,452)

$ 5,417

$ -

$ (423)

$ (563)

$ (1,980)

$ -

$ -

$ -

$ -

$ 0

$ -

$ (0)

$ Travel

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

Program Training

-$

1,233,912$

1,304,296$

1,198,432$

1,187,700$

34,554$

183,561$

337,386$

60,850$

69,851$

37,046$

114,880$

-$

33,716$

258,152$

176,374$

6,230,709$

6,760,190$

529,481$

92.2% W

IA Youth Contracts

-$

-$

972,123$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

972,123$

1,005,500$

33,377$

96.7% Salaries and Benefits C

areer Center

199,814$

990,973$

286,951$

150,693$

792,631$

488$

136,835$

33,061$

2,139$

7,052$

4,747$

6,019$

-$

26,069$

-$

17,425$

2,654,896$

2,844,150$

189,254$

93.3% C

ontract Labor Career C

enter14,580

$ 32,785

$ 13,894

$ 4,864

$ 30,477

$ 3,250

$ 414

$ 105

$ 8

$ 35

$ 24

$ 100,603

$ -

$ -

$ 199,499

$ -

$ 400,538

$ 284,712

$ (115,826)

$ 140.7%

Internship-

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ Incentives/Stipends

-$

-$

-$

24,580$

-$

-$

-$

-$

-$

-$

-$

-$

-$

11,000$

-$

35,580$

70,000$

34,420$

50.8% Support Services/ Participants

-$

-$

-$

12,151$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

12,151$

39,282$

27,131$

30.9% Training-TAA

-$

-$

-$

-$

-$

-$

40,339$

-$

-$

-$

-$

-$

-$

-$

40,339$

109,256$

68,917$

36.9% Training-ITA/O

ST261,881

$ 21,795

$ 45,000

$ 840

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ 329,516

$ 354,060

$ 24,544

$ 93.1%

Training-OJT/Job R

eadiness277,040

$ 40,369

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ -

$ 317,409

$ 268,349

$ (49,060)

$ 118.3%

Training-Cust./Em

ployed Worker

1,620$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

1,620$

-$

(1,620)$

Work Experience/ Internships

25,407$

1,137$

13,495$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

40,039$

23,000$

(17,039)$

174.1% Travel

4,807$

5,882$

1,763$

2,723$

6,216$

4$

869$

1,561$

5$

628$

203$

5$

-$

-$

2,026$

604$

27,295$

36,236$

8,941$

75.3% O

ne Stop Shared Costs

230,123$

69,460$

1,048$

188,912$

29,860$

17,287$

140,952$

10,827$

46,572$

29,132$

2,923$

-$

-$

-$

3,905$

770,999$

828,014$

57,014$

93.1% O

ther Operating Expenses

58,965$

106,157$

29,213$

141,663$

82,420$

270$

86,969$

18,376$

125$

17,716$

7,166$

261$

-$

5,397$

38,785$

33,123$

626,605$

897,632$

271,027$

69.8%Allocated Program

Indirect(278,166)

$ 119,320

$ 22,438

$ 19,149

$ 65,599

$ 2,575

$ 13,774

$ 3,893

$ 8,813

$ 2,752

$ 1,536

$ 5,833

$ -

$ 2,250

$ 6,842

$ 4,992

$ 1,598

$ 0

$ -

$ 10984464758866100.0%

Reclassification

(817,275)$

817,275$

(152,325)$

(16,126)$

(1,893)$

(72,586)$

139,438$

(1,407)$

(4,903)$

(5,761)$

(764)$

-$

-$

-$

116,327$

-$

-$

-$

Total YTD Expenditures

-$

1,390,703$

1,522,733$

1,255,895$

1,360,180$

35,775$

214,980$

363,317$

63,216$

76,487$

40,221$

132,760$

-$

38,973$

271,373$

191,426$

6,958,040$

7,712,526$

754,486$

90.2%

Funding Over/(under) expenditures

-

-$

0$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

-$

(95,441)$

(129,176)$

YTD %

of Budgeted Funds Expended

100.00%92.88%

100.00%100.00%

100.00%98.17%

85.82%40.87%

100.00%100.00%

79.62%0.00%

42.15%135.69%

47.33%91.36%

Com

ments

YOU

THA

DU

LTW

TPTO

TAL A

VAILA

BLE FU

ND

ING

IND

IREC

TW

PR

A (U

C)

SNA

PD

WW

IOA

PID

VOP

WP PI

SOS Youth

OTH

ER N

on N

FA

TAA

YEAR

TO D

ATE TO

TALS

LVERN

EG

S:\WD

Acct\Financial Statements\PY 16-17\6-30-17 June Financial R

eport34 of 55

AGENDA ITEM #7 ii

AGENDA ITEM SUMMARY

TITLE: On-the-Job Training (OJT) Policy Revision

STRATEGIC GOALS Optimal Use of Resources


ACTION REQUESTED: Review and Approve OJT Policy Revision

BACKGROUND: The Workforce Innovation and Opportunity Act (WIOA), Sec. 134(c)(3)(D)(ii) promotes work-based training in the form of On-the-Job Training (OJT) to foster economic growth and business expansion. WIOA authorizes employer reimbursement up to 75% of the wage rate paid to the OJT participant. CareerSource Research Coast’s current policy allows 50% employer reimbursement for training wages of $12.00 and higher for all WIOA individuals considered for OJT.

In order to align with the Local Performance Levels required by the State of Florida for the 2017-2018 Common Measures, CSRC updated the OJT policy to reflect 50% employer reimbursement for training wages of $14.00 and higher. The State has set CareerSource Research Coast’s performance for the WIOA Adult Median Wage 2nd Quarter After Exit at $15.09 per hour and the Dislocated Workers Median Wage 2nd Quarter After Exit at $13.17 per hour.

In addition, staff researched labor market information supplied by the State using the Occupational Supply/Demand Report’s data for June 2017. According to this data, the average entry level short and long term wage for our area is $16.00 per hour. The State’s average for the same is $17.00 per hour.

STAFF RECOMMENDATION: Approve the updated OJT policy 50% employer reimbursement for training wages of

$14.00 and higher.

SUPPORTING MATERIALS: Revised On-the-Job Training Policy


35 of 55






PURPOSE To provide guidance related to the On-the-Job Training (OJT) so that the program is delivered according to the laws, regulations and local policies governing the training activity. REFERENCES The Workforce Innovation & Opportunity Act of 2014, (WIOA), Sec. 134(c)(3)D)(ii). The Workforce Innovation and Opportunity Act promotes Work-Based Training in the form of On-the-Job Training, to foster economic growth and business expansion. POLICY: Federal definition: On-the-Job Training (OJT) is paid subsidized job skill training that is provided by an employer during the initial term of employment. The OJT is designed to ensure the participant acquires the employer specific job skills necessary to secure and maintain employment. The training is limited in duration as appropriate to the occupation for which the participant is being trained and is not to exceed six (6) months. The employer may be reimbursed up to seventy-five (75) percent of the participant’s wages during the OJT period. This reimbursement is designed to offset the employer’s costs for providing the job training and any necessary additional supervision. 1. The duration of the OJT is based on the Specific Vocational Preparation code in alignment with the O*Net Job Zone

categories. Job Zone categories are listed in the table below:

The Five Job Zones Are: Training Hours Job Zone 1 - occupations that need little or no preparation 0 - 240 Job Zone 2 - occupations that need some preparation 241 -640 Job Zone 3 - occupations that need medium preparation 641 - 800 Job Zone 4 & 5 - occupations that need extensive preparation 801 - 960

2. WIOA, Sec 3 (44) and Sec 134(c)(3)(H) authorizes employer reimbursement up to 75% of the wage rate paid to the

OJT participant, taking into account such factors as: (1) the characteristics of the career seeker; (2) the quality of employer-provided training and advancement opportunities; (3) and such other factors as CareerSource Research Coast (CSRC) has determined to be appropriate.

a. CSRC will allow up to fifty (50) percent reimbursement for training wages of $12.00 $14.00 and higher. The

Senior Vice President of Operations, or Vice President of Administration with approval of the President/CEO, may grant an exception to certain youth or Adult/DW with disabilities/significant barriers to employment.

3. The OJT must meet the following requirements: a. OJT is defined as training in the private (for-profit or not-for-profit) sector given to a WIOA eligible or Welfare

Transition (WT) participant who has been referred to and hired by the employer. Preference will be given to the private for-profit sector employers.

b. OJT is full-time, permanent, paid subsidized employment in which the employer teaches the participant to perform the skills required for the job. Full time employment is defined as a required minimum of 32 hours per week. The OJT participant cannot work intermittent part-time hours.

c. The training provided for WIOA/WT participants must be above and beyond their current skill levels. CSRC does offer training on a sequential basis to individuals who have completed an Individual Training Account (ITA) where the job for which they have received training requires further training on the job for the participant to be proficient in the skills required to perform the job. All sequential training must be approved by the WIOA Programs Manager on a case-by- case basis.

d. The suitability of the employer work site for training must be assessed by CSRC staff as part of the Agreement development, and prior to final completion of the Agreement and placement of the participant at the work site (OJT Pre-Award).

36 of 55






e. The CSRC Business Services Department is responsible for developing OJT agreements with employers to include the to include the preferred industry sectors approved by CSRC throughout the region:

x Health Care x Advanced Manufacturing x Logistics and Distribution x Construction Trades

f. The Agreement must be completed in full and contain all necessary employer, participant and CSRC signatures prior to placing the participant at the worksite. A copy of the OJT Agreement will be maintained in the participant’s file and by the appropriate CSRC Business Services team member.

g. OJTs may not be implemented with an employer who has entered into two (2) or more OJT’s with CSRC under which the employer did not retain the participant in at least six (6) months of employment following successful completion of the OJT.

h. OJT services must not be implemented with an employer who will be relocating from the area. i. An individual referred to CSRC by an employer may be considered for OJT with that employer only after the

individual has met WIOA eligibility and suitability requirements for training services, has received an assessment, and for whom an Individual Employment Plan (IEP) has been developed which indicates an OJT is appropriate.

j. The OJT participant cannot start employment with the OJT employer prior to the date the OJT Training Plan and Agreement is completed and signed by both parties.

k. ‘Reverse Referrals’ - Defined as employer referrals of career seekers to CSRC, who are not currently enrolled in workforce services. The employer must complete the OJT Referral Form and submit to the WIOA Programs Manager for eligibility and suitability. PLEASE NOTE: ‘Reverse referrals’ will not be given preference when there are equally qualified candidates currently participating in workforce services . Active eligible and qualified veteran career seekers are given first priority.

l. In determining the length of the training, consideration should be given to the skill requirements of the occupation, the academic and occupational skill level of the trainee, the prior work experience of the trainee, and the individual employment plan, as appropriate. The OJT training hours will be based on the length of time the trainee will need to acquire the basic competencies needed for the job.

m. Wages paid to participants must be the same as wages paid to others performing a comparable job. All OJT participants must be covered by worker’s compensation or liability insurance for the duration of the employment/training provided by the employer.

n. No member of the OJT trainee’s immediate family may be engaged in an administrative capacity for the employer, or will directly supervise the OJT trainee.

o. OJT Agreements must be written in CSRC boiler plate agreement format and include a job description and an individualized training plan which documents the specific job training skills to be provided. Agreements must be signed by both the employer, trainee and authorized CSRC representative.

p. OJT Agreements must be submitted to CSRC Administrative staff for approval and issuance of an OJT Number. The OJT agreement will be reviewed to determine if the cost is reasonable and if a related party transaction exists. If the Agreement involves a related party transaction, CSRC Board of Directors approval is required as defined in the Related Party Transaction Policy.

q. Appropriate Career Center services are to be available throughout the duration of the OJT to both the participant and the employer, to ensure the success of the OJT.

OJT Case Management CSRC shall adhere to the guidelines for OJT case management:

1. Appropriate staff will make contact with the OJT participant bi-monthly. The employer will be contacted monthly for

an update and evaluation of the participant’s performance. Case notes of the contacts will be maintained in the Employ Florida Marketplace (EFM) system.

2. Ensure that the OJT training plan is being carried out and the employer is in compliance with the OJT Agreement. 3. Maintain program records and data enter all pertinent information into EFM. 4. At the time the OJT is approved, submit a copy of the OJT Training Agreement. OJT Pre-Award, OJT Training Plan

37 of 55






and completed W-9 to the CSRC Administrative office to enter the employer and employee into the financial system (MIP).

5. Ensure that all completed OJT employer reimbursement invoices are submitted to the CSRC Administrative office for payment along with proof of payment.

Reimbursement Guidelines 1. Employers must maintain written time and attendance records on CSRC forms to document the days and hours

of training for each trainee. 2. Employers are responsible, based upon their policies, for paid holidays, sick, vacation, or other leave time granted to

trainee. CSRC can only reimburse for hours worked during the training period. 3. Any overtime pay will be the employer’s responsibility, based upon their policies. CSRC can only reimburse at the

agreed upon hourly rate. All hours worked will count towards the training plan hours. 4. Payments to trainees during the training and retention period must be made by check or Direct Deposit (ACH). 5. The cashed check or ACH will be the record of wages paid to trainee and must be provided to CSRC in order for

reimbursement to be made. 6. Employers must submit timesheets immediately after payroll is processed. Acceptable documents required by

finance are: a. Signed CSRC timesheets and payroll register or pay stub showing the employee’s rate of pay, number of hours

worked and withheld taxes. b. If the employer does not utilize a payroll system and issues manual checks, a copy of the canceled check (front

and back). In this situation, the employer must also provide a statement that indicates the employee was paid at the agreed upon rate per the OJT Training Agreement, paid the correct number of hours, and that all appropriate taxes were withheld.

7. Reimbursement payments are made after CSRC receives complete timesheets, correct invoices and all other required documentation from the OJT employer. The evaluation portion of the timesheet must be completed.

Corresponding Form(s): x EMPLOYER PRE-AWARD x JOB REFERRAL x OJT TRAINING AGREEMENT x OJT ASSURANCES AND CERTIFICATIONS- C01-WI02-F03 x OJT TRAINING PLAN x JOB DESCRIPTION AND TRAINING OUTLINE x RESUME x ONET DESCRIPTION x OJT EMPLOYER REIMBURSEMENT INVOICE x OJT AGREEMENT REVISION x W-9

38 of 55

AGENDA ITEM #7 iii

AGENDA ITEM SUMMARY

TITLE: Employed Worker Training (EWT) Policy Revision

STRATEGIC GOALS Strong Advancement of Existing and Emerging Regional Target Industry Clusters

POLICY/PLAN/LAW: Workforce Innovations and Opportunity Act, Title 1

ACTION REQUESTED: Review and Approve Employed Worker Training (EWT) Policy Revision

BACKGROUND: Local Workforce Development Boards are required to establish policies to define their procedures for fulfilling the requirements of the Workforce Innovation and Opportunity Act (WIOA).

STAFF RECOMMENDATION: Approve the updated EWT policy to give preference to Businesses in one of the

following industry clusters: • Health Care• Manufacturing• Logistics and Distribution• Construction Trades

SUPPORTING MATERIALS: Revised Employed Worker Training Policy


39 of 55






PURPOSE The purpose of this EWT Training Policy is to provide guidance to CareerSource Research Coast (CSRC) staff regarding serving Employed Workers. Employed Workers may be eligible for services under WIOA or through an employer initiated training agreement. This policy will provide uniformity and consistency in the delivery of this service.

REFERENCES Workforce Innovation and Opportunity Act, Title I, Pub. L. No 113-128, §§134(d)(4), U.S. Department of Labor, Training and Employment Guidance NO. 3-15.

POLICY An Employed Worker is a working individual in need of retraining or upgrade of existing skills to obtain or retain a job that allows for self-sufficiency. Self-Sufficiency is the ability of individuals and families to earn a wage that permits them to consistently meet their needs with minimal or no financial assistance or subsidies. There are three (3) types of Employed Workers:

1. An employed adult who seeks WIOA funded training through CRSC of their own accord; 2. A Dislocated Worker who has become re-employed in an “income maintenance” job and needs the training to increase

their earnings potential and seeks WIOA funded training through CRSC of their own accord; 3. An incumbent worker whose employer requests training on their behalf in order to avert potential layoffs of employees, or to

increase the skill levels of employees so they be promoted within the company and create backfill opportunities for the employer.

Each of these types of Employed Workers has separate procedures that define the services they are eligible for.

1. Career seeker who is employed at participation (Employed Individual seeking assistance on their own)

Basic eligibility, need and suitability will be established. The income calculation will be completed based upon the previous 6 months of household income. If the hourly rate amount exceeds locally defined self-sufficiency rate, the career seeker is not eligible for enrollment

2. Dislocated Worker career seeker in an “Income M aintenance” j ob.

“Income Maintenance” employment is defined as employment that an employee has accepted to try to maintain their family’s status quo and is lower than their previous rate of pay and lower than the locally defined self- sufficiency rate. In addition, there must be a demonstrated need for training to obtain new employment in a targeted occupation. Income calculation will be completed based upon the prior 6-months income. In order to qualify an employee utilizing this criteria, documentation of previous salary must be collected and compared to present wage. If current wage is at lower than wage previously earned and lower than the locally defined self-sufficiency wage, the employee may be enrolled in training. Wage comparison is done based upon Dislocated Workers previous and current rates of pay, not household income.

3. Employed Worker Training (EWT) agreement with employer (Individual is identified by employer)

Employed Worker training provides both workers and employers with the opportunity to build and maintain a quality workforce. Incumbent Worker training can be used to help avert potential layoffs of employees, or to increase the skill levels of employees so they can be promoted within the company and create backfill opportunities for the employers. Employed worker training needs to take into account the following factors:

x The characteristics of the participants in the program; x The relationship of the training to the competitiveness of a participant and the employer, and; x Other factors the State or local boards may determine appropriate (e.g., the number of employees participating

in the training, wage and benefit levels of those employees (both pre- and post-participation earnings, and the existence of other training and advancement opportunities provided by the employer).

40 of 55






In an Employed Worker Agreement, employers are required to pay for a significant cost of the training for those employees participating in training; this can be done through both cash and/or in-kind payments. The wages paid to participants, while in training, may be considered as a source of matching funds.

In LWDA 20, the amount of employer share in the Employed Worker Training depends on the size of the employer, WIOA section 134(d)(4)(D):

x 10 percent of the cost, for employers with not more than 50 employees; x 25 percent of the cost, for employers with more than 50 employees but not more than 100 employees; and x 50 percent of the cost, for employers with more than 100 employees.

Examples of employer contribution include, but are not limited to expenses associated with: Instruction/Tuition; curriculum development; materials/supplies; the use of space and equipment during the training project (calculation used to assign a value must be documented); and trainee wages (including benefits) of employees during training. Individuals served under this category must not exceed the locally defined self-sufficiency hourly rate.

1. Preference is given to Businesses in one of the key Industry Cluster:

x Aviation & Aerospace x Life Sciences x Information Technology x Financial & Professional Services x Health Care x Manufacturing x Logistics and Distribution x Construction Trades

EWT CASE MANAGEMENT/REIMBURSEMENT PROCESS In order to qualify, an employer must comply with all rules and regulations listed in the Employed Worker guidelines and agreement

1. EWT agreements must be written based on the specific needs of the employer. The agreement must address the job skills to be taught by the training provider and accomplished by the employee upon completion.

2. The suitability of the employer’s worksite will be assessed by the Business Services Account Manager as part of the agreement development and will be conducted prior to the final completion of the agreement and placement of the employee in the training. (EWT Pre-Award Review)

3. EWT services will not be developed with an employer who will be relocating. 4. All EWT employees must be covered by Workers’ Compensation from the onset of training provided by the

employer. 5. A completed EWT Pre-award Review, EWT Training Application, EWT agreement, Employed Worker Grant –

Employee Registration and Training Outcomes Tracking Form, is to be submitted to the Vice President of Operations and or designee for funding approval. The agreement will be reviewed for reasonable cost and related party. If a related party is involved, Board approval is required as outlined in the Board’s Related Party Transaction Policy. Once funding approval is received, the Business Services Account Manager will then complete the EWT Guidelines & Agreement with the employer. At the time the EWT is approved, a copy of the EWT agreement including the W-9 must be submitted to CSRC’s Finance Department in order to enter the employer and employee into the finance system (MIP).

6. The EWT agreement must be completed in full and contain all necessary employer, employee and CSRC staff signatures prior to enrolling the employees into Employ Florida.

7. All proposed employees must be verified as eligible for WIOA services before training can take place. 8. Once all proposed employees are verified as WIOA eligible, they will be entered into Employ Florida and enrolled

into a Customized Training Activity. EFM codes 102, 212, and 304, will be utilized, unless otherwise specified. An 41 of 55






individual career plan in Employ Florida is not necessary for EWT participants. 9. Upon completion of the training, the employer must provide proof of payments via a 100% paid invoice to CRSC

Finance Department. The employer must also submit copies of all credentials to CRSC Finance Department along with an invoice requesting reimbursement for training.

10. When the credential is received, the Career Planner will close the activity with an Occupational Skills Certificate and complete an Employment Verification Form in order to close the case with entered employment.

11. The Career Planner will conduct employment verifications on the following schedules: 90, 180, 270 and 365 days following the completion of training. This can be conducted via an e-mail spreadsheet.

ATTACHMENTS: Documents found on Share Drive � EWT Pre-Award Review � EWT Guidelines & Agreement � EWT Attachment -Employed Worker Training Participant Application � EWT – Training Outcomes Tracking Form � W-9

42 of 55

AGENDA ITEM #7 i

AGENDA ITEM SUMMARY

TITLE: 2017 – 2018 Final Budget



ACTION REQUIRED: Review and Approve final budget for 2017-2018

BACKGROUND: Each year, the Board approves a budget for the following program year. Staff received preliminary allocations for the WIOA, Wagner Peyser and Welfare Transition programs. The finance department, after meeting with management staff, drafted a projected budget based on this preliminary information. After the fiscal year end, a final budget is prepared to include most recent information.

Attached is a copy of the final budget for the Executive Committee’s review and approval. The 2017-2018 final budget will go to the Board on August 30th.

STAFF RECOMMENDATION: Review and Approve final budget for the 2017-2018 program year

SUPPORTING MATERIALS: Final Budget

BOARD STAFF: Brian Bauer, President/CEO [email protected] (866) 482-4473, Ext. 418

43 of 55

LWD

B 20

PY 17-18 Budget

Budget for PY 17-18

TOTAL R

WB

20 FU

ND

ING

IND

IREC

TAD

ULT

DW

YOU

THW

TPR

A (UC

)SN

APW

PTAA

LVERD

VOP

CB

SSW

IOA PI

WP PI

Youth SOS

Other N

on N

FATO

TAL FOR

MU

LA FU

ND

S

Funding:P

Y 17-18 Allocations

6,326,738$

1,239,840$

1,069,616$

1,136,940$

1,080,731$

25,128$

198,188$

773,893$

106,342$

98,255$

132,039$

254,955$

156,544$

54,267$

6,326,738$

PY 17-18 S

upplemental

510,330$

170,651$

339,679$

510,330$

Unrestricted Funds E

arned this year82,477

$ 82,477

$ 82,477

$ A

dditional Funds/Incentives300,000

$ -

$ 300,000

$ 300,000

$ R

etained by DE

O for M

erit Salaries

(611,246)$

(452,214)$

(57,157)$

(42,299)$

(59,576)$

(611,246)$

Carryforw

ard to PY 18-19

(166,514)$

(67,896)$

(98,618)$

(166,514)$

Carryforw

ard from P

Y 16-17176,808

$ -

$ 116,774

$ 60,034

$ 176,808

$ Total N

FA's6,618,593

$ -

$ 1,410,491

$ 1,458,173

$ 1,136,940

$ 1,080,731

$ 25,128

$ 198,188

$ 283,095

$ 49,185

$ 55,956

$ 72,463

$ 254,955

$ 156,544

$ 54,267

$ 6,236,116

$ O

THE

R N

ON

NFA

RE

VE

NU

ES

300,000$

82,477$

382,477$

Total Available Funding6,618,593

$ -

$ 1,410,491

$ 1,458,173

$ 1,136,940

$ 1,080,731

$ 25,128

$ 198,188

$ 283,095

$ 49,185

$ 55,956

$ 72,463

$ 254,955

$ 156,544

$ 54,267

$ 300,000

$ 82,477

$ 6,618,593

$

Budgeted Expenditures:

Administrative

696,843$

-$

246,961$

57,718$

39,456$

161,212$

2,648$

29,844$

16,828$

5,908$

3,134$

4,710$

31,350$

23,352$

9,064$

50,106$

14,553$

696,843$

Salaries and B

enefits409,805

$ 409,805

$ 409,805

$ G

eneral and Adm

inistrative252,510

$ 252,510

$ 252,510

$ A

llocated Indirect Costs

34,528$

(662,315)$

246,961$

57,718$

39,456$

161,212$

2,648$

29,844$

16,828$

5,908$

3,134$

4,710$

31,350$

23,352$

9,064$

50,106$

14,553$

34,528$

Reclassification

-$

-$

Travel-

$ -

$

Program Training

5,921,750$

-$

1,163,530$

1,400,455$

1,097,484$

919,519$

22,480$

168,344$

266,267$

43,277$

52,822$

67,753$

223,605$

133,193$

45,203$

249,894$

67,924$

5,921,750$

WIA

Youth Contracts

815,000$

-$

815,000$

815,000$

Salaries and B

enefits 2,487,707

$ 161,893

$ 1,167,255

$ 277,508

$ 99,810

$ 618,499

$ 84,384

$ 25,424

$ 1,561

$ 2,990

$ 4,486

$ 43,897

$ 2,487,707

$ C

ontract Labor 229,410

$ 16,931

$ 55,000

$ 157,479

$ -

$ 229,410

$ Internship

-$

-$

Incentives/Stipends

65,000$

30,000$

35,000$

65,000$

Support S

ervices/ Participants

36,455$

-$

20,000$

16,455$

36,455$

Training-TAA

35,000$

35,000$

35,000$

Training-ITA/O

ST

462,035$

195,000$

59,568$

2,000$

193,713$

11,754$

462,035$

Training-OJT/Job R

eadiness316,219

$ 204,898

$ 111,321

$ 316,219

$ Training-C

ust./Em

ployed Worker

1,620$

1,620$

1,620$

Work E

xperience/ Internships6,515

$ 5,000

$ 1,515

$ 6,515

$ Travel

28,172$

1,500$

5,950$

850$

3,344$

7,250$

1,045$

1,513$

50$

120$

800$

3,750$

2,000$

28,172$

One S

top Shared C

osts827,037

$ 221,270

$ 70,235

$ 1,988

$ 200,750

$ 18,574

$ 71,689

$ 153,717

$ 3,990

$ 37,589

$ 44,946

$ 2,290

$ 827,037

$ O

ther Operating E

xpenses616,724

$ 101,267

$ 104,943

$ 29,935

$ 145,460

$ 109,249

$ 2,140

$ 198

$ 17,355

$ 520

$ 10,980

$ 15,802

$ 33,184

$ 32,191

$ 13,500

$ 616,724

$ A

llocated Program

Indirect(5,144)

$ (281,591)

$ 86,055

$ 21,062

$ 21,246

$ 69,090

$ 1,766

$ 11,028

$ 6,141

$ 2,156

$ 1,143

$ 1,719

$ 13,437

$ 10,008

$ 3,884

$ 21,474

$ 6,237

$ (5,144)

$ R

eclassification0

$ (828,461)

$ 828,461

$ (44,364)

$ (137,319)

$ 62,117

$ 78,247

$ 41,319

$ 0

$

Total Planned Expenditures6,618,593

$ -

$ 1,410,491

$ 1,458,173

$ 1,136,940

$ 1,080,731

$ 25,128

$ 198,188

$ 283,095

$ 49,185

$ 55,956

$ 72,463

$ 254,955

$ 156,544

$ 54,267

$ 300,000

$ 82,477

$ 6,618,593

$

0$

00

00

00

00

00

00

00

00

0$

S:\W

DA

cct\Budgets\P

Y2017\FINA

L Budget PY 17-18

44 of 55

CAREERSOURCE RESEARCH COAST AND ST. LUCIE COUNTY ECONOMIC DEVELOPMENT COUNCIL, INC.

MEMORANDUM OF UNDERSTANDING AGREEMENT START DATE: 07/01/2017

AGREEMENT END DATE: 06/30/2018


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I. PURPOSE: The purpose of this Memorandum of Understanding (MOU), between The Workforce Development Board of the Treasure Coast, Inc., d/b/a CareerSource Research Coast (hereinafter referred to as “CSRC”) and the Economic Development Council of St. Lucie County, Inc., (hereinafter referred to as “SLCEDC”), is to establish commitments, joint processes, and procedures that enable partners to this Memorandum of Understanding to integrate services, eliminate duplicative services and ensure the effective and efficient delivery of workforce services to the businesses in St. Lucie County.

II. PARTIES TO THIS MEMORANDUM OF UNDERSTANDING: Parties to this Memorandum of Understanding are:a) Workforce Development Board of the Treasure Coast d/b/a CareerSource Research Coast, herein called the

CSRC, is a private, non-profit organization charged with developing and overseeing a workforce developmentstrategy that is responsive to the needs and concerns of Research Coast employers and job-seekers. TheCSRC partners with employers, economic developers, educators and other community based organizationsto enhance economic vitality in the Region. The CSRC is the designated grant recipient and administrativeentity for federal and state workforce development programs and oversees the Local Workforce DevelopmentArea’s One-Stop Career Centers, serving Indian River, Martin and St. Lucie counties. The Board overseesthe day to day operations of the Career Centers. The Career Centers are a seamless system of employment,training and support services for employer customers and job-seeking clients. The Career Centers are acollaboration of partners with a common goal of enhancing economic vitality in the local workforce area. TheCSRC is located at 584 NW University Blvd., Suite 100, Port St. Lucie, Florida 34986.

b) The Economic Development Council of St. Lucie County, Inc.The Economic Development Council of St. Lucie County, Inc. (EDC) is a private, not-for-profit corporationdedicated to the promotion of economic vitality in the community. Working in concert with local governmentsand business partners, the EDC’s core mission is to attract, expand and retain businesses that create higher-paying jobs, broaden the tax base and improve our “economic quality of life.”The Economic Development Council of St. Lucie County, Inc. is located at 500 NW California Blvd, Port StLucie, FL 34986.

III. GOALS: Jointly, the parties to this Memorandum of Understanding agree to work together to:a) Align efforts and services to develop and implement comprehensive sector strategies to support

CareerSource Florida’s vision which states, “Florida will be the global leader for talent.”b) Combine strategies and staffing to foster and strengthen the talent supply, growth and retention of existing

businesses within St. Lucie County.c) Enhance existing networks between education, business and industry representatives, labor and other

economic development partners to develop new and align existing programs and services with industryneeds.

d) Facilitate the development of industry-driven career pathways that prepare area residents for in-demandoccupations to address the talent needs of targeted industry sectors.

e) Support system alignment, service integration, and continuous improvement using data to support evidence-based decision-making.

f) Strengthen communication, coordination, and decision-making between area partners to meet labor marketneeds.

g) Eliminate the unwarranted duplication of services to reduce administrative costs.h) Combine resources to provide area residents with the necessary tools, to include career assessments and

financial support, to enter the talent pipeline in pursuit of self-sufficient career pathways.

IV. SCOPE OF WORK:CSRC and the SLCEDC agree to provide services in accordance with Attachment “A”, Scope of Work, attachedhereto and incorporated herein by reference as if fully set forth herein. The Scope of Work will describe the type ofservices that will be provided by the partners.

AGENDA ITEM #7Cv

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V. ASSURANCES:

The parties to this Memorandum of Understanding shall not exclude from participation, discriminate against, or deny employment services or benefits to any person; including trainees, in the administration of or in connection with any program administered by the Partners on the grounds of race color, sex, religion, mental or physical disability, age, political affiliation, belief, national origin, marital status, application for Workers’ Compensation benefits, juvenile justice record, sexual orientation or perceived sexual orientation, or association with any person with, or perceived to have, one or more of the above named characteristics. Each customer served by the parties to this agreement shall have recourse through the appropriate complaint procedure.

a. The parties to this Memorandum of Understanding will assure that it will follow its affirmative action plan to assure nondiscrimination, written personnel policies, and grievance procedures for complaints and grievances from applicants, subcontractors, employers, employees and other interested persons, all in accordance with applicable statues and regulations.

b. No funds utilized in conducting activities under this agreement shall be used to promote religious or anti-religious activities; or used for lobbying activities, or political activities.

c. Each party to this agreement assures that it is an equal opportunity employer and is aware of and shall comply with Equal Employment Opportunity Commission practices as mandated by state and federal statutes and regulations.

d. Each party to this agreement assures that it will follow a Drug-Free Workplace policy that is in compliance with the Drug-Free Workplace Act of 1988 and the Clean Air Act.

e. Each party to this agreement ensures that the needs of individuals, to include those with barriers to employment and those with disabilities, are addressed by providing access to services, including access to technology and materials that are available through the one-stop delivery system.

VI. METHODS OF REFERRAL: Parties to this Memorandum of Understanding will work together to develop referral

procedures that assure quality and convenient services for qualified clients. VII. TERM OF MEMORANDUM OF UNDERSTANDING: This Memorandum of Understanding commences on the day

it is signed by all parties and expires June 30, 2020 unless terminated earlier upon thirty (30) days written notice to all parties via certified U. S. Mail. This MOU must be reviewed and renewed not less than once every three (3) years.

VIII. AMENDMENTS AND MODIFICATIONS: This Memorandum of Understanding may be amended or modified with

review and consent of all parties. Amendments and modifications must be issued in writing to all parties and sent certified U. S. Mail. All parties must be given a minimum of 30 days to comment prior to the inclusion of any amendment or modification. Oral amendments or modifications shall have no effect. If any provision of this Memorandum of Understanding is held invalid, the remainder of the Memorandum shall not be affected.

IX. DISPUTE RESOLUTION: Partners in the one-stop delivery system will function by consensus. When consensus

cannot be reached and the service delivery is impaired, the parties to the dispute will adhere to an agreed upon dispute resolution procedure.

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X. COST SHARING/RESOURCE SHARING:

A. CareerSource Research Coast will provide: (as related to business services, training, career and job search activities)

1. Infrastructure such as rental of the Career Center facilities and all related utility and maintenance fees; 2. Resource room equipment to include computers, software/materials for career research, assessment and

job matching; 3. Technology to facilitate planning and outreach activities such as access and utilization of Salesforce CRM

to track activities and incentives provided area businesses. 4. Provision of JobsEQ data reports reflecting current industry economic development reports including

employment trends; industry mix and projections; forecasts among detailed occupations; employment and sales/output multipliers.

5. Provision of a dedicated administrative staff member to assist with the coordination and execution of recommendations from Skills Gap Initiative and Sector Strategies Implementation.

6. Related assistive technology and equipment for individuals with disabilities. 7. Provision of eligibility services, career assessments and guidance to individuals referred by SLCEDC and

partners. As funding permits and aligning with WIOA priority of service, Individual Training Account (ITA), On-the-Job Training (OJT) and Encumbered Worker Training (EWT) grant assistance will be offered to individuals.

B. The St. Lucie County Economic Development Council will provide:

1. Implementation of Key Recommendations from the Skills Gap Summit: a. Support of the legislative request for the expansion of the IRSC Training Center. b. Co-host forums to discuss strategies pertaining to Internships, Apprenticeships, Externships. c. Host a session on Corporate Scholarships. d. Explore the feasibility of Career Boot Camps. e. Facilitate Reality Education to area students. f. Sponsor Industry Trades Meet-Ups. g. Bring Subject Matter Experts into Classrooms. h. Connect Employees and Students to Certification Programs.

2. Marketing of the Skills Gap Initiative. 3. Implementation of industry specific action steps to address skill gaps and provide solutions.

MANUFACTURING

a. Identify businesses seeking employees with educational certifications. b. Discuss mentoring programs with high schools and colleges. c. Lead initiative encouraging businesses to create career pathways demonstrating upward mobility

of manufacturing jobs, in partnership with Treasure Coast Manufacturers Association.

HEALTHCARE a. Establish industry leadership roundtables; Health Expo. b. Create advisory council to keep degrees/curriculum with industry demand.

SKILLED TRADES

a. Schedule regular Open House events at businesses, invite parents and students to learn about career opportunities.

b. Promote Skills Gap study through social media, Channel 20 and St. Lucie County Chamber of Commerce.

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XI. SIGNATURES: Parties to this Memorandum of Understanding agree to all terms and conditions contained hereinby their signatures below.

The Workforce Development Board of the Treasure Coast, Inc. and Economic Development Council of St. Lucie County, Inc. hereby acknowledge their understanding and acceptance of their respective responsibilities related to this Memorandum of Understanding

Brian Bauer, President/CEO Date Workforce Development Board of the Treasure Coast, Inc. d/b/a CareerSource Research Coast

Peter J. Tesch, President Date Economic Development Council of St. Lucie County, Inc.

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ATTACHMENT A - SCOPE OF WORK

CSRC supports the SLCEDC in fulfilling its economic development mission by being a key partner in the talent supply system. As a key partner, CSRC agrees to provide support for a coordinated business outreach program with its economic development partner, based upon measureable, achievable goals and objectives. These services are built around the economic development vision of the community as it relates to business recruitment, existing business retention, expansion, and job creation. The provision of these services is based upon the following business approach.

As part of the MOU CareerSource RC agrees to the following:

1. CSRC will designate a key management team member, to coordinate and align resources with the SLCEDC.

2. CSRC will assign a management team member, to coordinate the execution of the recommendations from SLCEDC’sSkills Gap Initiative.

3. CSRC in collaboration with SCLEDC will develop a charter to provide a framework for an enhanced WorkforceReadiness Task Force.

4. CSRC will provide those referred by SLCEDC with eligibility services, skills testing, career assessments, careerguidance and as funding permits and aligning with WIOA priority of service, individual training accounts.

5. CSRC will refer back to SLCEDC all candidates that are ineligible for CSRC funding assistance, for consideration ofother alternative funding sources.

6. CSRC will provide SLCEDC access and utilization of Salesforce CRM to track activities and incentives provided areabusinesses.

7. CSRC will utilize JobsEQ data tool to provide SLCEDC with current industry economic development reports includingemployment trends; industry mix and projections; forecasts among detailed occupations; employment and sales/outputmultipliers.

8. CSRC will provide SLCEDC with the following upon request:a. Labor market/talent supply informationb. Wage and salary datac. Value added recruitment servicesd. Provide financial assistance for training costs in the form of On- the-Job Training (OJT) reimbursement grants or

an Employed Worker Training (EWT) grants.e. Provide support and assistance on requests to secure a Quick Response Training (QRT) grant, Incumbent Worker

Training (IWT) grant or other State of Florida or national grants that may be available.

9. CSRC will participate with the SLCEDC in various planning and information events designed to further the goals of theSLCEDC and CSRC, including studies, workshops, and seminars. CSRC may assist financially, if such events arequalified for financial support and funds are available. Participation and financial assistance will not be part of the MOUbut may be funded separately.

10. CSRC will work with the SLCEDC in other areas not covered under this MOU in support of its grant objectives and theeconomic development initiatives and objectives.

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As part of the MOU the SLCEDC agrees to the following: 1. SLCEDC President will be directly responsible for the economic development program as the Workforce liaison. 2. SLCEDC will engage CSRC as an active member of its business recruitment and expansion services program. 3. At initial contact by a business, the SLCEDC will determine whether talent availability or labor market information is

required by the business contact and engage CSRC in the planning for and discussion with the business entity regarding their needs.

4. SLCEDC will meet/communicate with CSRC at least monthly to review services, training needs and support for area

businesses; update status and refine services based upon the most current information. 5. SLCEDC will inform CSRC of any potential recruitment and retention efforts. If joint contact is not feasible or if CSRC

is unable to attend, SLCEDC will provide appropriate contact information so that CSRC can follow up with a coordinated support program.

6. SLCEDC also understands that CSRC cannot support any lobbying activities designed to influence state or national

legislation and agrees that the funds, if any, under this MOU will not be used for such purposes. Activities that provide local and state elected officials’ information about economic development or workforce projects are not considered lobbying.

As part of this MOU CSRC and SLCEDC agrees to the following: 1. SLCEDC and CSRC will jointly work together to ensure all press releases on any new business expansion and/or

relocations of business to the region are shared and promote both the SLCEDC and CSRC contributions to the business.

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AGENDA ITEM #8

AGENDA ITEM SUMMARY TITLE: 2016-2017 Program Year Highlights & Accomplishments STRATEGIC PLAN: Operational Intelligence POLICY/PLAN/ LAW: Board Procedure ACTION: Review 2016-2017 Board Presentation BACKGROUND: Each year the staff provides an overview of Board accomplishments. This

year’s accomplishments will be showcased at the meeting and will cover the Program Year – July 1, 2016 to June 30, 2017.

SUPPORTING MATERIALS: Presentation at the meeting CONTACT: Brian Bauer, President/CEO [email protected] 866-482-4473 ext. 418

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AGENDA ITEM #9

AGENDA ITEM SUMMARY TITLE: Guest Speaker/Summer of Success Program Participant STRATEGIC GOALS Clear, Credible and Trustworthy Commitments and Projects POLICY/PLAN/LAW: Board – Program Effectiveness ACTION REQUESTED: Review and Discussion BACKGROUND: The Summer of Success program is a partnership between CareerSource Research

Coast, St. Lucie County Board of County Commissioners, and St. Lucie County Public Schools. Summer of Success provides work-readiness training and paid internships with local employers over the summer months to youth ages 16-21 who reside in St. Lucie County.

Summer of Success is primarily funded by the St. Lucie County Board of County

Commissioners. Wells Fargo Bank, CareerSource Research Coast, and the City of Fort Pierce are also funding entities for Summer of Success.

Summer of Success program participants are proud to share success stories with The

Board. Often, youth participants ask to personally thank the members. STAFF RECOMMENDATION: N/A SUPPORTING MATERIALS: None BOARD STAFF: Glenda Harden, Senior Vice President of Operations/COO

[email protected] (866) 482-4473 ext. 427

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AGENDA ITEM #10

AGENDA ITEM SUMMARY TITLE: Open to the Board STRATEGIC PLAN: Operational Intelligence POLICY/PLAN/LAW: Board Procedure ACTION: Discussion BACKGROUND: This agenda item gives Board members the opportunity to introduce

issues for general discussion, make announcements pertinent to the Board or provide feedback.

SUPPORTING MATERIALS: Declaration of Authority BOARD STAFF: Brian Bauer, President/Chief Executive Officer

[email protected] 866-482-4473 ext. 418

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AGENDA ITEM #11

AGENDA ITEM SUMMARY

TITLE: Open to the Public

STRATEGIC PLAN: Operational Intelligence

POLICY/PLAN/LAW: Board Procedure

ACTION: Discussion

BACKGROUND: At each meeting the public is given the opportunity to address the Board on any issues applicable to the Board.


BOARD STAFF: Brian Bauer, President/CEO [email protected] 866-482-4473 ext. 418

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