mmack workforce innovations coenrollment

8/14/2019 MMack Workforce Innovations Coenrollment

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www.spra.com

WIA and TAACo-enrollment Pilot

Project: Project Overviewand Promising Practices

July 2008


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1. Do TAA participant outcomes improve

with wrap-around services affordedthrough co-enrollment?--Assessment

--Supportive services--Placement assistance

--Follow-up services

2. Myth or Reality?Co-enrollment depresses WIA DislocatedWorker performance outcomes.

Key Research Questions


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Explaining TAA Performance Gap

Servic es & Trigger for ExitWrap-around services much less

common in TAA

Who is Served and Where

Accounts for at best a smallpart of the difference

Measurement Issues

Can be important (e.g., use of WRISand supplemental data, etc.)

Emphasis on Performanc eSubstantial em phasis in WIA butmuc h less so in TAA

WIA DW TAA


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Conditions of the Pilot

100% Co-enrollment of TAA participants,

including:New and existing TAA customers

TAA customers in training and onwaivers

Hold harmless provisions protect

participating states No additional funds provided for the project


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Participating States and Sites Visited


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Process study

Implementation assistance

Overview of the Evaluation

Impact study


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Impact Study

Estimate impact of co-enrollment of TAAparticipants in WIA DW. Initially planned to use

difference-in-difference design Modified because most pilot states did not reach 100

percent coenrollment Estimate effect of coenrollment rates over time in pilot

and non-pilot states Impact period: April December 2006 Outcome data will be available by:

September 2007 - 1st

quarter after exit outcomes for allexiters March 2008 - 3rd quarter after exit outcomes for all

exiters


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Implementation Assistance

In order to help states reach full co-

enrollment, we offered assistance. Established a project website with a tutorial

and frequently asked questions

All states were provided phone-basedassistance

Half the states accepted offer of on-sitetraining for state and/or LWIA staff


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Process Study

Designed to support impact analysis by

examining how states and localsimplemented the pilot

Two rounds of site visits

3 local sites per state

Interviews with ES, TAA, WIA, OS partners

Key question: how did services change forcustomers who were co-enrolled, or, whatdifference did co-enrollment really make?


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Coenrollment Rates Over Time

0%

20%

40%

60%

80%

100%

Jan-

04

Apr

-04

Jul-0

4

Oct

-04

Jan-

05

Apr

-05

Jul-0

5

Oct

-05

Jan-

06

Apr

-06

Jul-0

6

Oct

-06

Jan-

07

Apr

-07

Jul-0

7

Oct

-07

Illinois Kentuc ky Missouri Pennsylva nia Texa s NonPilot


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Coenrollment by TAA Type among

those Exiting During Pilot Period

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Illinois Kentucky Missouri Pennsylvania Texas NonPilot

Trainees TRA Waiver

N/A


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Outcomes in the DW Program

Performance

Measure/Period

Non-Pilot

States IL KY MO PA TX

EER

2004 83.1% 82.8% 70.5% 94.3% 80.5% 83.5%

2005 77.6 86.0 84.6 89.9 80.9 80.5

2006 72.9 85.1 85.6 90.0 80.3 82.8

Retention

2004 77.1 89.7 74.6 87.2 89.9 90.7

2005 85.7 91.1 89.6 90.6 88.7 87.1

2006 84.5 89.1 62.8 89.4 87.1 90.3

Earnings

2004 $14,261 $15,234 $9,927 $12,492 $12,891 $14,550

2005 $14,132 $15,036 $9,730 $13,353 $13,054 $14,308

2006 $13,312 $15,726 $8,630 $14,692 $13,930 $14,941


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Outcomes in the TAA Program

Performance

Measure/Period

Non-Pilot

States IL KY MO PA TX

EER

2004 70.4% 76.3% 76.1% 73.3% 75.0% 79.2%

2005 70.1 82.5 65.3 77.5 82.4 74.9

2006 69.2 81.6 82.6 75.5 81.2 78.3

Retention

2004 89.2 92.1 64.3 92.0 91.5 90.1

2005 87.4 92.4 81.2 92.0 92.9 90.0

2006 89.0 91.2 90.3 85.6 93.0 92.5

Earnings

2004 $13,245 $14,069 $10,088 $9,803 $13,464 $12,627

2005 $13,619 $11,421 $12,242 $10,965 $13,587 $13,305

2006 $13,981 $12,940 $11,347 $13,641 $14,240 $13,949


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Key Impact Analysis Findings

Coenrollment rates have no effect on

outcomes in the WIA Dislocated Workerprogram

Coenrolling has significant positive effects on

EER and retention calculations on TAAparticipants

This does not appear to be due to selectivity biasfor EER, but may be due to selectivity for retention

Coenrolling had no clear effect on earningsfor TAA participants


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Key Site Visit Findings

Most beneficial aspects of coenrollment are:

Rigorous assessment, LMI, up-frontcounseling for training-related decisions

Additional support during training, especially

supportive services (rather than casemanagement)

Placement and follow-up services after

training has ended Requirement to select from the ETPL


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Key Site Visit Findings

Implementing universal coenrollment requires

significant resources, strategies andguidance to promote greater coordination

Managing TAA coenrollees is much easier

(and better for customers and staff) with anintegrated MIS

When TAA volume is high, WIA staff time and

resources may be stretched, reducing theeffectiveness of coenrollment


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Promising Practices

Texas and Pennsylvania have providedextensive formal guidance to local areas:

PAs Guidance on IntegratingServices Under the Trade ActPrograms

TXs Integration of Trade Services forDislocated Workers: A ComprehensiveGuide

Formal Guidance on Coenrollment &

Integration


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Promising Practices

PennsylvaniaTAA Coordinator lead ongoing sessions on the

TAA program several times a year and open to

staff from all partner agencies, including WIA Facilitates program integration Provides an opportunity to learn about the TAA

program with staff from many different agencies and

from various One-Stop offices across the state Sessions kept small (approximately 30 people) to

encourage participation and interaction

Staff Cross-training


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Promising Practices

Texas Workforce Commission

Developed integrated MIS system, TWIST,

for WIA, ES, and TAA programs Integrated MIS facilitates coordination

between programs

Integrated MIS


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Promising Practices

MIS Guidance

Purchase/Pennyrile LWIA,Hopkinsville, KY

Developed a comprehensive

program manual to provideguidance to staff on everystage of customer participation


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Promising Practices

Pennsylvania

State MIS produces customizable coenrollmentreports

Lehigh Valley and Fayette County produce theirown reports with Excel and Access

TENCO, Maysville, Kentucky

MIS manager regularly reviews performancereports and predicts performance based onsupplemental data

Performance Management


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Promising Practices

Purchase/Pennyrile LWIA, Hopkinsville, KY

Offers joint Training Reemployment and Careers

orientation sessions for WIA and TAA prior to thecertification of a trade petition.

Early orientation sessions enable customers to

obtain WIA services right away and speeds TAAapplication approval and, ultimately, services aftera petition is certified.

Enrollment & Orientation


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Promising Practices

Pennsylvania

Developed standardEnrollment-Assessment-Waiver process andchecklist to assist localareas in integrating WIA

and TAA Local areas encouraged

to customize

Enrollment & Assessment


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Promising Practices

Lehigh Valley LWIA, LehighValley, PA

Purchase/Pennyrile LWIA,

Hopkinsville, KY

Developed customer flowcharts that provide a step-by-

step guide to the integratedWIA and TAA enrollmentprocesses

Service Flow


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Promising Practices

Westmoreland & Fayette LWIA,Fayette County, PA

Provides checklists for customersand case managers to completeduring the coenrollment process

Customer checklist includes aTraining Research Guide to assistcustomers in selecting an

appropriate training provider

Service Flow


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Promising Practices

TENCO LWIA, Maysville, KY

LWIA #19 in Decatur, IL

Formed committees made up of counselors,case managers, employment specialists,and follow-up-specialists to review andapprove participant training plans

Training Plan Approval


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Contact Us

For Comments or Further Information

Melissa MackProject Manager and Social ScientistSocial Policy Research Associates

510-763-1499 [email protected]

mmack workforce innovations coenrollment

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